HRM by huanghengdong

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									              Human Resource Management AGIs

Data source
              Indicator
number
       I      Institutional Arrangements
              Background information
       1      Please specify country name
              Please provide a brief description (e.g., title, grade, etc.) of the range of civil service positions within
       2      each of the categories identified below; i.e., describe the highest and the lowest ranking titles that you
              would consider to fall within each of the categories within your country’s civil service.
      2.a         High-level managers
      2.b         Middle-level managers
      2.c         Professional staff
      2.d         Technical staff
      2.e         Administrative and clerical staff
      2.f         Skilled and semi-skilled manual laborers
      2.g         Unskilled workers
              Civil Service Legal Framework
       3      Does the existing legal framework specify a distinct Civil Service labor regime?
      3.a         Please provide references to relevant provisions of the applicable laws/rules and briefly explain
       4      The civil service system in your country best characterized as (select one):
      4.a         Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Due Process Protection

       5
              Does the Civil Service enjoy stronger due process protections than are afforded under the country’s private sector labor law.
      5.a         Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Civil Service Management Objectives

       6
              Does the legal framework governing the Civil Service identify each of the following as objectives of that legal framework?
      6.a          Attract and retain required human capital
      6.b          Ensure fiscally sustainable wage bill
      6.c          Ensure depoliticized, meritocratic CSM
      6.d          Ensure performance-focusing CSM
      6.e          Ensure ethical behavior by civil servants
      6.f          Ensure effective working relationships with other cadres
      6.g          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Policy-Setting
       7      Is policy setting assigned to a set of Centralized Agents ?
      7.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Day-to-Day Management
       8      Day-to-day management of civil servants is assigned to which of the following agents?
      8.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Is responsibility for day-to-day management of civil servants unambiguously assigned ; i.e., does the legal framework ensure
       9      that when any particular CSM action has been taken, there is no ambiguity as to whether the agent taking that action, and no
              other agent, had the authority to do so?
      8.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Career Management
      10      Career management of civil servants is assigned to which of the following agents?
     10.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              If answer to Q10 is "a single central agent with input mandated by MDAs", please specify how frequently the input of MDAs is
      11
              incorporated into the career management decisions carried out by a central agent.
              If answer to Q10 is "MDAs with no oversight by a central agent", please specify how frequently the input the career management
      12
              decisions taken by MDAs are subjected to oversight by a central agent.
              Is responsibility for career management of civil servants unambiguously assigned? (i.e., the legal
      13      framework ensures that when any particular career management action has been taken, there is no
              ambiguity as to whether the agent taking that action, and no other agent, had the authority to do so)
     13.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Oversight
      14      Oversight of civil service management practices is assigned to which of the following agents:
     14.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
              Independent Redress
         Responsibility for redress with respect to CS management actions is assigned to which of the
 15
         following agents:
15.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
         Is the redress agent independent of the agents exercising both policy setting and civil servant
 16
         management authority?
16.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
         Is responsibility for redress unambiguously assigned? (i.e., the legal framework ensures that when
 17      any particular redress action has been taken, there is no ambiguity as to whether the agent taking that
         action, and no other agent, had the authority to do so)
17.a          Please provide references to relevant provisions of the applicable laws/rules and briefly explain
         Remuneration Policies and Practices
 18
         What is the overall ratio of public/private sector total remuneration packages for each type of civil service positions?
18.a          High-level managers
18.b          Middle-level managers
18.c          Professional staff
18.d          Technical staff
18.e          Administrative & clerical staff
18.f          Skilled & semi-skilled manual laborers
18.g          Unskilled workers
 19      What is the overall ratio of public/private sector total financial remuneration for each type of civil
         service positions?
19.a          High-level managers
19.b          Middle-level managers
19.c          Professional staff
19.d          Technical staff
19.e          Administrative and clerical staff
19.f          Skilled & semi-skilled manual laborers
19.g          Unskilled workers
 20           Please provide a brief explanation of the data source that allowed you to answer Q18 & Q19 above
 21
         Please specify whether the following characteristics are present in the civil service compensation system (*in law)
21.a
             There are explicit criteria for assigning posts (or the persons selected to occupy given posts) to cells in the salary scale or grid?
21.b         Individual salary-determining personnel actions are cleared by a third-party (e.g., a central authority), to ensure compliance
             with rules governing such personnel actions
21.c         Personnel management procedures require actions that generate written or electronic records (audit trails) for individual
             salary setting actions
21.d         Please provide a reference to the relevant provisions of the applicable laws/rules that delineate the characteristics of the civil
             service compensation system
 22
         If you answered 'Yes' in response to any of the sub-sections of Q21 above, please specify
         whether the following characteristics are actually functional in the civil service compensation system (*in practice)
22.a
         Explicit criteria are used for assigning posts (or the persons selected to occupy given posts) to cells in the salary scale or grid?
22.b     Individual salary-determining personnel actions are cleared by a third-party (e.g., a central authority), to ensure compliance with
         rules governing such personnel actions
 22.c    Written or electronic records (audit trails) for individual salary setting actions are generated
 22.d    Written or electronic records (audit trails) for individual salary setting actions are reliable in practice
 22.e    Please give a brief explanation if the reply to any of the sub-sections of the question is not 'Always'
  23     Which of the following in-kind benefits are provided to civil servants in the following groups
 23.a    Housing
23.a.1        High-level managers
23.a.2        Middle-level managers
23.a.3        Professional staff
23.a.4        Technical staff
23.a.5        Administrative & clerical staff
23.a.6        Skilled & semi-skilled manual laborers
23.a.7        Unskilled workers
 23.b    Vehicle and driver
23.b.1        High-level managers
23.b.2        Middle-level managers
23.b.3        Professional staff
23.b.4         Technical staff
23.b.5         Administrative & clerical staff
23.b.6         Skilled & semi-skilled manual laborers
23.b.7         Unskilled workers
 23.c    Land
23.c.1         High-level managers
23.c.2         Middle-level managers
23.c.3         Professional staff
23.c.4         Technical staff
23.c.5         Administrative & clerical staff
23.c.6         Skilled & semi-skilled manual laborers
23.c.7         Unskilled workers
 23.d    Other
 23.e    If the answer is 'Other', please specify. Also use the space below to provide references to the relevant provisions of the applicable
         laws/ rules and give your comments, if any
         Salary Setting and Pension Liabilities Policy Action
 24
         Do salary setting policy actions that would impact the civil service wage bill require the review and clearance of a central
         authority responsible for ensuring sustainability of the Government’s fiscal program (e.g., the Ministry of Finance)?
24.a
             If yes, please describe the agent who has been assigned the responsibility. Also provide a reference to the relevant provisions
             of the applicable laws/rules that prescribe the above mentioned review and clearance
 25
         Do policy changes that impact civil service pension liabilities require the review and clearance by a central authority
         responsible for ensuring sustainability of the Government’s fiscal program (e.g., the Ministry of Finance)?
25.a
              If yes, please describe the agent who has been assigned responsibility. Also provide a reference to the relevant provisions of
              the applicable laws/rules that prescribe the above mentioned review and clearance
         Non-remuneration Policies and Practices
 26      Are there explicit policies in place that encourage management/supervisors to employ the following
         devices to enhance capabilities and/or performance among their staff? (*in-law)
26.a          Fairness with which personnel are managed
26.b          Clarity about work performance expectations and whether they have been met
26.c          Opportunities to exercise autonomy in one’s work
26.d          On-the-job learning or skills acquisition opportunities
26.e          Formal training opportunities
26.f          Mentoring
26.g          Career advancement within the civil service
26.h          Praise or other similar non-monetary positive reinforcement
26.i          Tenure protections
26.j          Other
26.k
              Please provide a reference to the relevant provisions of the applicable laws/rules that delineate these policies
 27      If you answered 'Yes' in response to any of the sub-sections of Q26, please specify which of the
         following devices are actually employed by management/supervisors to enhance capabilities and/or
         performance among their staff? (*in-practice)
27.a          Fairness with which personnel are managed
27.b          Clarity about work performance expectations and whether they have been met
27.c          Opportunities to exercise autonomy in one’s work
27.d          On-the-job learning or skills acquisition opportunities
27.e          Formal training opportunities
27.f          Mentoring
27.g          Career advancement within the civil service
27.h          Praise or other similar non-monetary positive reinforcement
27.i          Tenure protections
27.j          Other
27.k          Please give a brief explanation if the reply to any of the sub-sections of the question is not 'Always'
         Attracting and Retraining Qualified Staff to Work in Unattractive Locations
 28      Do any of the following policies exist in order to attract and retain qualified staff to unattractive
         locations?
28.a          Rotation requirements as a condition for career advancement
28.b          Career advancement preference for staff who meet minimum rotation periods in unattractive locations
28.c          Monetary incentives
28.d         In-kind incentives (e.g., housing)
28.e         Other
             If your answer is 'Other', please specify the incentive mechanism. Also use the space below to provide a reference to the
28.f
             relevant provisions of the applicable laws/rules that delineate these policies
29     For position-specific recruitments, is information on the number of qualified applicants per available
       position by location being routinely monitored?
30     For pooled recruitments, is information on the average number of qualified applicants per available
       position being routinely monitored?
31     Is information on the turnover of staff, i.e. the number of civil servants who have left the civil
       service for any reason, by position and by location being routinely collected and monitored?
32     Is information on the number of unfilled positions by staff category by location being systematically
       collected and monitored?
       Establishment Control System
 33    Is there an establishment control system?
33.a
           Please provide a reference to the relevant provisions of the applicable laws/rules that create an establishment system
 34    The effectiveness of the establishment control system
34.a       The establishment control system is deemed effective
34.b       The establishment control system is not deemed completely effective
34.c       The establishment control system is not deemed effective at all
34.d       Please provide an explanation of the evidence used to back-up your assessment
 35    Which of the following features are included in the design of the establishment control system? I.e., does the central agent
       responsible for ensuring establishment control have the following authority?
35.a       Authorization of posts/positions within the civil service
35.b
           Ex ante clearance is required before launching a recruitment effort for filling a vacant, authorized post within the civil service
35.c
            Ex ante clearance is required before appointing a new hire for a vacant, authorized post within the civil service
35.d        Ex ante clearance before authorizing a promotion (increase in rank or grade)
35.e        Please provide a reference to the relevant provisions of the applicable laws/rules
 36    If you answered 'Yes' in response to any of the sub-sections of Q.35, please specify which of the
       following features of the establishment control system are actually applied in practice?
36.a        Authorization of posts/positions within the civil service
36.b
           Ex ante clearance is required before launching a recruitment effort for filling a vacant, authorized post within the civil service
36.c
            Ex ante clearance is required before appointing a new hire for a vacant, authorized post within the civil service
36.d        Ex ante clearance before authorizing a promotion (increase in rank or grade)
36.e        Please give a brief explanation if the reply to any of the sub-sections of the question is not 'Always
 37    Please provide the name of the central agent(s) with authority to carry out each of the following
       responsibilities under the establishment control system?
37.a        Central agent responsible for authorization of posts/positions
37.b        Central agent responsible for ex ante clearance before launching a recruitment effort
            for filling a vacant, authorized post
37.c        Central agent responsible for ex ante clearance before appointing a new hire for a
            vacant, authorized post
37.d        Central agent responsible for ex ante clearance is before authorizing a promotion
            (increase in rank or grade)
38     Do written or electronic records (audit trails) exist to ensure quality of information on recruitments,
       promotions, transfers, and departures of civil servants?
38.a        Written record (audit trail)
38.b        Electronic record (audit trail)
 39    Which of the following audit devices are used to esure quality of information on recruitments,
       promotions, transfers, and departures of civil servants?
39.a        Periodic internal audits of such actions (either on a sampling or full universe basis)
39.b        Periodic external audits of such actions (either on a sampling or full universe basis)
39.c   Please provide a brief description of the actor(s) responsible for the internal and external audits and provide a reference to the
       relevant provisions of the applicable laws/rules that mandate the audit
 40    What is the prescribed frequency for carrying out the following : (*in law)
40.a        Periodic internal audits of such actions (either on a sampling or full universe basis)
40.b        Periodic external audits of such actions (either on a sampling or full universe basis)
 41      How frequently are these audits actually carried out? (*in practice)
41.a        Periodic internal audits of such actions (either on a sampling or full universe basis)
41.b        Periodic external audits of such actions (either on a sampling or full universe basis)
       Wage Bill Control System
 42    Is there a wage bill control system?
42.a
         Please provide a reference to the relevant provisions of the applicable laws/rules that create a wage bill control system
 43    Effectiveness of the wage bill control system
43.a     The wage bill control system is deemed effective
43.b     The wage bill control system is not deemed completely effective
43.c     The wage bill control system is not deemed effective at all
43.d     Please provide an explanation of the evidence used to back-up your assessment
 44    Which of the following features are included in the design of the wage bill control system? I.e. does the central agent responsible
       for ensuring wage bill control have the following authority?
44.a     Clearance of the job descriptions for each position within the civil service
44.b     Clearance of the mapping of job descriptions to the salary scale (i.e., for job evaluations) for each position within the civil
         service
44.c
          Clearance of assignments of elements of salary other than that part of remuneration set by the salary scale
44.d      Please provide a reference to the relevant legal documents/rules
 45    If you answered 'Yes' in response to any of the sub-sections of Q.44, please specify which of the
       following features of the wage bill control system are actually applied in practice?
45.a      Clearance of the job descriptions for each position within the civil service
45.b      Clearance of the mapping of job descriptions to the salary scale (i.e., for job evaluations) for each position within the civil
          service
45.c
         Clearance of assignments of elements of salary other than that part of remuneration set by the salary scale
45.d     Please provide a brief explanation if reply to the any of the sub-sections of the question is not 'Always'
 46    Please provide the name of the central agent with the authority to carry out each of the following
       responsibilities as they relate to the wage bill control system?
46.a     Central agent responsible for clearance of the job descriptions for each position
46.b
          Central agent responsible for clearance of the mapping of job descriptions to the salary scale (i.e., for job evaluations)
46.c      Central agent responsible for clearance of individual elements of remuneration for an individual civil servant other than that set
          by the salary scale
47     Are there any rules that require cross-checking of personnel records with payroll records to ensure
       quality of information on remuneration of civil servants ?
47.a      If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules that mandate the cross-
          checking
48     Is cross-checking of personnel records with payroll records actually carried out to ensure quality of
       information on remuneration of civil servants ?
48.a      If the reply is not 'Always', please give a brief explanation
 49
       Is cross-checking ensured by link between treasury payroll system and a civil service personnel records system?
50     How frequently are personnel records being cross-checked with payroll records?
51     How is the cross-checking process conducted?
52
       Which of the following devices are being used to ensure quality of information on remuneration of civil servants?
52.a     Written record (audit trail) generated by all salary setting actions
52.b     Electronic record (audit trail) generated by all salary setting actions
 53    Which of the following audit devices are being used to ensure quality of information on remuneration of civil servants and how
       often?
53.a     Periodic internal audits of such actions (either on a sampling or full universe basis)
53.b     Periodic external audits of such actions (either on a sampling or full universe basis)
53.c
        Please provide a reference to the relevant provisions of the applicable laws/rules that prescribe the frequency of the audits
 54    What is the prescribed frequency for carrying out the following :
54.a    Periodic internal audits of such actions (either on a sampling or full universe basis)
54.b    Periodic external audits of such actions (either on a sampling or full universe basis)
54.c
         Please provide a reference to the relevant provisions of the applicable laws/rules that prescribe the frequency of the audits
 55    How frequently are these audits actually carried out in practice?
55.a     Periodic internal audits of such actions (either on a sampling or full universe basis)
55.b     Periodic external audits of such actions (either on a sampling or full universe basis)
       Competition for Positions
 56    Which of the following policies are in place to ensure competition for entry-level positions?
56.a    Advertising for an entry level civil service position is always required
56.b    Advertising for an entry level civil service position is required, except in exceptional circumstances
56.c
         Explicit criteria defining “exceptional circumstances” are established in law or subsidiary legislation (e.g., a Government decree)
56.d
         A central authority has the responsibility and authority to decide whether or not those explicit criteria have been satisfied
56.e
         If “exceptional circumstances” are recognized, please describe the explicit criteria that define such circumstances, and which
         agent has authority to determine whether they have been met in specific situations. Also use the space below to provide a
         reference to the relevant provisions of the applicable laws/rules that lay out the above mentioned policies
 57    Competition for non-entry level positions is open to:
57.a     If you answered 'Other',please explain. Also use the space below to provide a reference to the relevant provisions of the
         applicable laws/rules that govern the selection for non-entry level positions
 58    Which of the following policies are in place to ensure competition for non-entry level positions:
58.a     Advertising for a non-entry level civil service position is always required
58.b     Advertising for a non-entry level civil service position is required, except in exceptional circumstances
58.c     Explicit criteria defining “exceptional circumstances” are established in law or subsidiary legislation (e.g., a Government decree)

58.d     A central authority has the responsibility and authority to decide whether or not those explicit criteria have been satisfied

58.e
          If “exceptional circumstances” are recognized, please describe the explicit criteria that define such circumstances, and which
          agent has authority to determine whether they have been met in specific situations. Also use the space below to provide a
          reference to the relevant provisions of the applicable laws/rules that lay out the above mentioned policies
59     Are recruitments (either entry- or non-entry level) that are exempted from advertising, under
       “exceptional circumstances”, required to be monitored?
59.a      If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules that mandate this
          monitoring
60        Are recruitments (either entry- or non-entry level) that are exempted from advertising, under
          “exceptional circumstances”, actually monitored?
61     If selection for non-entry level positions is restricted to internal candidates (either prior to opening
       competition to external candidates or always), selection procedures require which of the following:
61.a   If the answer is 'Other',please specify. Also use the space below to provide a reference to the relevant provisions of the applicable
       laws/rules that govern the
       selection process
62     What percentage of non-entry level appointments during the most recent quarter (three months)
       were external candidates?
       Selection Criteria
 63    Which of the following criteria are employed for selection to entry-level positions? (*in law)
63.a      Knowledge, skills and capacity to take on a position’s responsibilities, both technical and inter-personal
63.b      Performance in previous relevant employment
63.c      Education
63.d      Years of relevant experience, regardless of who the employer was
63.e      Other
63.f
         If the answer is 'Other', please explain. Also provide a reference to the relevant laws/rules that lay out the selection criteria
 64    How important are each of the following criteria for selection to entry-level positions? (*in law)
64.a
          Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and inter-personal
64.b      Performance in previous relevant employment
64.c      Education
64.d      Years of relevant experience, regardless of who the employer was
64.e      Other
64.f      Please provide a reference to the relevant provisions of applicable laws/rules that assign weights to these selection criteria
          and enumerate the relative weightage of each criterion
 65    How important are each of the following criteria for selection to entry-level positions? (*in law)
65.a
           Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and inter-personal
65.b       Performance in previous relevant employment
65.c       Education
65.d       Years of relevant experience, regardless of who the employer was
65.e       Other
 66
         Can relevant experience substitute for education in meeting the minimum requirements for an entry-level position?
 67      What percentage of entry-level appointments met minimum education requirements for the position?
 68
         Can education substitute for relevant experience in meeting the minimum requirements for an entry-level position?
 69
         What percentage of entry-level appointments met minimum relevant experience requirements for the position?
 70      Which of the following criteria are employed for selection to non-entry level positions? (*in law)
70.a
             Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and inter-personal
70.b         Performance in previous relevant employment
70.c         Education
70.d         Years of relevant experience, regardless of who the employer was
70.e         Years of relevant experience within the civil service only
70.f         Other
70.g
            If the answer is 'Other', please explain. Also provide a reference to the relevant laws/rules that lay out the selection criteria
 71      How important are each of the following criteria for selection to non-entry level positions?
71.a
             Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and inter-personal
71.b         Performance in previous relevant employment
71.c         Education
71.d         Years of relevant experience, regardless of who the employer was
71.e         Years of relevant experience within the civil service only
71.f         Other
         Please provide a reference to the relevant provisions of applicable laws/rules that assign weights to these selection criteria and
71.g     enumerate the relative weightage of each criterion
         How important are each of the following criteria for selection to non-entry level positions in
 72      practice?

72.a         Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and inter-personal
72.b         Performance in previous relevant employment
72.c         Education
72.d         Years of relevant experience, regardless of who the employer was
72.e         Years of relevant experience within the civil service only
72.f         Other
 73
         Can relevant experience substitute for education in meeting the minimum requirements for a non-entry level position?
 74      What percentage of non-entry level appointments met minimum education requirements for the position?
 75
         Can education substitute for relevant experience in meeting the minimum requirements for a non-entry level position?
 76
         What percentage of non-entry level appointments met minimum relevant experience requirements for the position?
 77      Is there an agent who is assigned the responsibility to verify job application documentation (e.g.
         diplomas, previous work experience etc.)for both entry and non-entry level positions?
77.a           For entry level positions
77.b           For non entry level positions
         Screening Procedures
 78      Which of the following types of screening procedures are employed in the selection of entry-level
         civil servants? (*in law)
78.a           Interviews
78.b           Written testing
78.c           Other screening procedure (s)
78.d
             Please provide a reference to the relevant provisions of the applicable laws/rules that prescribe the screening procedures. If
             the answer was 'Other screening procedures', please provide a brief explanation
 79      How often are each of the following types of screening procedures employed in the selection of entry-level civil servants? (*in-
         practice)
 79.a        Interviews
 79.b        Written testing
 79.c        Other screening procedure(s)
79.d.1       In case of 'Other', please specify
  80     How important is each of these types of screening procedures in selection decisions?
80.a           Interviews
80.b           Written tests
80.c           Other screening procedure(s),
80.d           In case of 'Other' please specify. Also use the space below to provide a reference to the relevant provisions of the applicable
               laws/rules that assign weights to different screening procedures
  81     How important is each of the following characteristics for assessing candidates ?
 81.a          Knowledge of the rules and procedures governing your country’s civil service and public administration
 81.b          Professional knowledge or expertise required by the position or career track
 81.c          Analytical skills
 81.d          Communication skills
 81.e          Inter-personal skills and aptitudes
 81.f          Managerial skills and knowledge
 81.g          Computer skills
 81.h          Other
81.h.1         If the answer is 'Other', please describe
  82     Which of the following types of screening procedures are employed in the selection of non-entry
         level civil servants? (*in law)
82.a           Interviews
82.b           Written testing
82.c           Other screening procedure (s)
82.d           Please provide a reference to the relevant provisions of the applicable laws/rules that prescribe the screening procedures for
               non-entry level positions
 83         How often are each of the following types of screening procedures employed in the selection of
            non-entry level civil servants? (*in practice)
 83.a          Interviews
 83.b          Written testing
 83.c          Other screening procedure (s)
83.c.1         In case of 'Other', please specify
  84     How important is each of these types of screening procedures in selection decisions?
 84.a          Interviews
 84.b          Written testing
 84.c          Other screening procedure (s)
 84.d          Please specify type(s), if any. Also use the space below to provide a reference to the relevant legal procedures/rules that
               assign weights to different screening procedures
  85     How important is each of the following characteristics for assessing candidates ?
 85.a          Knowledge of the rules and procedures governing your country’s civil service and public administration
 85.b          Professional knowledge or expertise required by the position or career track
 85.c          Analytical skills
 85.d          Communication skills
 85.e          Inter-personal skills and aptitudes
 85.f          Managerial skills and knowledge
 85.g          Computer skills
 85.h          Other
85.h.1         If the answer is 'Other', please describe
         Decision Steps:
         Long-listing
 86      Is long-listing included in the recruitment and selection process?
86.a
              Please provide a reference to the relevant provisions of the applicable laws/rules that lay out the long-listing procedure
 87      In practice, is long-listing actually carried out during the recruitment and selection process?
 88      Which of the following agents is involved in the identification of candidates placed on the long list? (*in law)
88.a          Central Agent
88.b          Management unit within which the position is located
88.c          HR unit within the management unit within which the position is located
88.d
            An external agent with an interest in assuring adherence to professional standards relevant to the position in question
88.e        Other
88.f        For each of the agents involved, please specify who the specific agent is:
 89      What type of evidence are considered at the long-listing stage? (*in law)
89.a        CV
89.b        Written answers to specific questions relevant to the position
89.c        Writing samples
89.d        References
89.e          Written tests
89.f          Interviews
89.g          Other (please specify)
        Short-listing
 90     Is short-listing included in the recruitment and selection process?
90.a    If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules that lay out the short-
        listing procedure
 91     In practice, is short-listing actually carried out during the recruitment and selection process?
 92
        Which of the following agents is involved in the identification of candidates placed on the short list? (*in law)
92.a        Central Agent
92.b        Management unit within which the position is located
92.c        HR unit within the management unit within which the position is located
92.d
             An external agent with an interest in assuring adherence to professional standards relevant to the position in question
92.e         Other
92.f         For each of the agents involved , please specify who the specific agent is:
 93     What type of evidence are considered at the short-listing stage? (*in law)
93.a         CV
93.b         Written answers to specific questions relevant to the position
93.c         Writing samples
93.d         References
93.e         Written tests
93.f         Interviews
93.g         Other (please specify)
 94     Is there a formal set of rules and/or guidelines specifying criteria for ranking long-listed candidates?
94.a         If, yes please explain and provide a reference to the relevant provisions of the applicable laws/rules
 95     Is there a formal set of rules designed to ensure that any short-listed candidate satisfies a minimum level of qualification, which is
        significantly higher than those for long-listed candidates?
95.a         If yes, please explain and provide a reference to the relevant provisions of the applicable laws/rules
        Final Selection
 96     Which of the following agents is involved in the final selection of candidate(s)? (*in law)
96.a         Central Agent
96.b         Management unit within which the position is located
96.c         HR unit within the management unit within which the position is located
96.d
           An external agent with an interest in assuring adherence to professional standards relevant to the position in question
96.e       Other
96.f       For each of the involved agents, please specify who the specific agent is:
 97     What type of evidence are considered at the final selection stage? (*in law)
97.a       CV
97.b       Written answers to specific questions relevant to the position
97.c       Writing samples
97.d       References
97.e       Written tests
97.f       Interviews
97.g       Other (please specify)
 98
        If final selected candidate is not the highest ranked candidate on the short list, which of the following actions is required?
98.a          Please provide a reference to the relevant provisions of the applicable laws/rules
        Equal Opportunity for Employment
 99
        Is equitable representation (a.k.a. equal opportunity for employment) a policy objective for civil service cadre?
 100    Which of the following are used to promote equitable representation ?
100.a        Pre-service training programs targeted at under-represented groups (to improve their qualifications)
100.b        Marketing or advertising of positions and career opportunities targeted at under-represented groups
100.c        Extra career development support for staff from under-represented groups
100.d        In-service training programs giving preference to staff from under-represented groups
100.e        Preference given to candidates from under-represented groups in selection decisions (e.g., extra points in any scoring of
             candidates)
100.f        Budget subsidization of salaries of newly hired staff from under-represented groups
100.g        Other organizational rewards to organizational units that recruit staff from under-represented groups (e.g., one-off budget
             infusions)
100.h          Rewards to managers who meet targets for increasing the share of staff from under-represented groups (e.g., higher annual
               performance appraisal ratings)
 100.i         Hiring quotas for under-represented groups
 100.j         Other
100.j.1           If other, please provide a brief explanation
  101     Is empirical evidence being collected on whether equitable representation policies have led to
          compromises on merit-based selection objectives?
101.a          If yes, please specify what kind of evidence is being collected and whether equitable representation policies have led to
               compromises
 102      Is evidence being monitored on the extent of equitable representation-based recruitment?
102.a          If yes, please specify what kind of evidence is collected and whether this evidence shows that equity-based recruitment
               objectives are being advanced
          Legal Framework for Disciplinary Procedures
 103      Are grounds for disciplinary actions explicitly specified in the legal framework?
103.a          If the answer is 'Yes', please specify the relevant provisions of the applicable laws/rules that specify the grounds for
               disciplinary actions
 104      Does the legal framework explicitly specify a hierarchy of disciplinary offenses ?
104.a          If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules that specify this
               hierarchy
 105      Does the legal framework explicitly specify hierarchy of disciplinary actions ?
105.a
          If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules that specify this hierarchy
 106
          Does the legal framework establish the principle that disciplinary actions should be proportional to disciplinary offenses ?
106.a          If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
          Disciplinary Authority of the Immediate Superior
 107      Which of the following disciplinary actions against an employee can be taken by his/her immediate
          superior?
107.a          Verbal reprimand (does not enter an employee's personnel file)
107.b          Written reprimand that enters personnel file, but no formal disciplinary sanctions
107.c          Formal disciplinary sanction less severe than dismissal(e.g., temporary reduction or suspension of pay, temporary suspension
               from work with or without pay, temporary or permanent reduction in rank, etc.)
107.d          Dismissal
107.e          Other
107.f          If the answer is 'Other', please explain. Also use the space below to provide a reference to the relevant provisions of the
               applicable laws/rules that describe the legal authority of the immediate superior
 108      For disciplinary actions that can taken by the immediate superior (as indicated in the question above), what are the rules
          regarding clearance?
 108.a         Verbal reprimand (does not enter an employee's personnel file)
108.a.1              no clearance is needed
108.a.2              no clearance but review
108.a.3              clearance by higher level management within same organization
108.a.4              clearance by HR unit within same organization
108.a.5              clearance by central HR entity
108.a.6              not applicable
 108.b         Written reprimand that enters personnel file, but no formal disciplinary sanctions
108.b.1              no clearance is needed
108.b.2              no clearance but review
108.b.3              clearance by higher level management within same organization
108.b.4              clearance by HR unit within same organization
108.b.5              clearance by central HR entity
108.b.6              not applicable
 108.c         Formal disciplinary sanction less severe than dismissal
108.c.1              no clearance is needed
108.c.2              no clearance but review
108.c.3              clearance by higher level management within same organization
108.c.4              clearance by HR unit within same organization
108.c.5              clearance by central HR entity
108.c.6              not applicable
 108.d         Dismissal
108.d.1              no clearance is needed
108.d.2              no clearance but review
108.d.3              clearance by higher level management within same organization
108.d.4              clearance by HR unit within same organization
108.d.5              clearance by central HR entity
108.d.6              not applicable
 108.e         Other
108.e.1              no clearance is needed
108.e.2              no clearance but review
108.e.3              clearance by higher level management within same organization
108.e.4              clearance by HR unit within same organization
108.e.5              clearance by central HR entity
108.e.6              not applicable
 108.f         Please provide a reference to the relevant provisions of the applicable rules
          Disciplinary Authority of Top Level Management
 109      Which of the following disciplinary actions against an employee can be taken by the top level management within that same
          organization?
109.a          Verbal reprimand (does not enter an employee's personnel file)
109.b          Written reprimand that enters personnel file, but no formal disciplinary sanctions
109.c          Formal disciplinary sanction less severe than dismissal(e.g., temporary reduction or suspension of pay, temporary suspension
               from work with or without pay, temporary or permanent reduction in rank, etc.)
109.d          Dismissal
109.e          Other
109.f          If the answer is 'Other', please explain. Also use the space below to provide a reference to the relevant laws/rules that
               describe the legal authority of the top level management
 110      For disciplinary actions that can taken by top management (as indicated in the question above),
          what are the rules regarding clearance?
 110.a         Verbal reprimand (does not enter an employee's personnel file)
110.a.1              no clearance is needed
110.a.2              no clearance but review
110.a.3              clearance by higher level management within same organization
110.a.4              clearance by HR unit within same organization
110.a.5              clearance by central HR entity
110.a.6              not applicable
 110.b         Written reprimand that enters personnel file, but no formal disciplinary sanctions
110.b.1              no clearance is needed
110.b.2              no clearance but review
110.b.3              clearance by higher level management within same organization
110.b.4              clearance by HR unit within same organization
110.b.5              clearance by central HR entity
110.b.6              not applicable
 110.c         Formal disciplinary sanction less severe than dismissal
110.c.1              no clearance is needed
110.c.2              no clearance but review
110.c.3              clearance by higher level management within same organization
110.c.4              clearance by HR unit within same organization
110.c.5              clearance by central HR entity
110.c.6              not applicable
 110.d         Dismissal
110.d.1              no clearance is needed
110.d.2              no clearance but review
110.d.3              clearance by higher level management within same organization
110.d.4              clearance by HR unit within same organization
110.d.5              clearance by central HR entity
110.d.6              not applicable
 110.e         Other
110.e.1              no clearance is needed
110.e.2              no clearance but review
110.e.3              clearance by higher level management within same organization
110.e.4              clearance by HR unit within same organization
110.e.5              clearance by central HR entity
110.e.6              not applicable
 110.f         Please provide a reference to the relevant provisions of the applicable rules
  111     Which of the following disciplinary actions are subject to redress?
 111.a    Verbal reprimand (does not enter an employee personnel file)
 111.b         Written reprimand that enters personnel file, but no formal disciplinary sanctions
111.c       Formal disciplinary sanction less severe than dismissal(e.g., temporary reduction or suspension of pay, temporary suspension
            from work with or without pay, temporary or permanent reduction in rank, etc.)
111.d       Dismissal
111.e       Other
111.f       If the answer is 'Other', please explain. Also use the space below to provide a reference to the relevant provisions of the
            applicable laws/rules that subject disciplinary actions to redress
        Code of Ethics and Asset Declaration
 112    Does a code of ethics exist and cover civil servants?
112.a   Please provide a reference to the relevant provisions of the applicable laws/rules
 113    Do asset declarations requirements exist for the following groups of civil servants and members of their families ?

113.a        Civil servants with managerial responsibilities
113.b        Spouses of civil servants with managerial responsibilities
113.c        Children of civil servants with managerial responsibilities
113.d        Civil servants with fiduciary responsibilities
113.e        Spouses of civil servants with fiduciary responsibilities
113.f        Children of civil servants with fiduciary responsibilities
113.g        Civil servants with professioanl responsibilities
113.h        Spouses of civil servants with professional responsibilities
113.i        Children of civil servants with professional responsibilities
113.j        Please provide a reference to the relevant provisions of the applicable laws/rules
 114    Do conflict of interest restrictions apply to the following categories of civil servants?civil servants?
114.a        Civil servants with managerial responsibilities
114.b        Civil servants with fiduciary responsibilities
114.c        Civil servants with professional responsibilities
114.d        Please provide a reference to the relevant provisions of the applicable laws/rules
        Performance Objectives
 115    Are the organizational units within which civil servants work required to specify their objectives in writing ?
115.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
        Are the organizational units within which civil servants work required to track and report systematic evidence on their
116
        progress in achieving those organizational objectives?
116.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
        How often do the organizational units within which civil servants work provide the following
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        performance information to the Cabinet?
117.a        Data on activities undertaken
117.b        Data on the timeliness with which those activities are completed
117.c        Data on expenditures made on those activities
117.d        Data on the direct outputs (products or services) of those activities
117.e        Data on the timeliness with which those outputs are delivered
117.f        Data on the cost-effectiveness with which those outputs are produced
117.g        Data on the quality of those outputs
117.h        Data on the impacts of those outputs on the policy and program objectives of the organizational unit
        How often do the organizational units within which civil servants work provide the following
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        performance information to their respective Ministers (or equivalents)
118.a        Data on activities undertaken
118.b        Data on the timeliness with which those activities are completed
118.c        Data on expenditures made on those activities
118.d        Data on the direct outputs (products or services) of those activities
118.e        Data on the timeliness with which those outputs are delivered
118.f        Data on the cost-effectiveness with which those outputs are produced
118.g        Data on the quality of those outputs
118.h        Data on the impacts of those outputs on the policy and program objectives of the organizational unit
 119    How is performance information summarized for presentation to policy makers?”
119.a        'If the answer is 'Other', please explain
 120    Are policy recommendations, based on the performance information, presented before the
        Cabinet or the Minister to comment/decide upon?
        Performance Appraisal
 121    Are all civil servants subject to the following?
121.a        Please provide a reference to the relevant provisions of the applicable laws/rules
        Does the performance appraisal system for civil servants include criteria based on a civil servant’s
122
        compliance with the rules, procedures and policies governing civil servants? *(in-law)
122.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
 123    How important are the following criteria in evaluating performance of civil servants? (*in-practice)
123.a        Compliance
123.b        Performance
        In the performance appraisal process, how often is evidence captured relating to the following
124
        aspects of civil servants’ contributions to organizational performance? *(in practice)
124.a        Activities undertaken
124.b        Timeliness with which those activities were undertaken?
124.c        Direct outputs (products or services) of those activities
124.d        Timeliness with which those outputs were delivered?
124.e        Cost-effectiveness with which those outputs were produced?
124.f        Quality of those outputs?
124.g        Other, please specify
        In the performance appraisal process, how often is evidence captured relating to the following
125
        aspects of civil servants’ behavior?
125.a        Collaborative behavior
125.b        Learning-focused behavior
125.c        Ethical behavior
125.d        Results-oriented behavior
125.e        Other, please specify

126
        Which of the following sources of information are used as input to an annual performance appraisal? (*in practice)
126.a       Direct supervisors daily oversight of employee’s work
126.b       Employee’s summary of his performance over the period in question

126.c
             Feedback from clients (internal or external) of the employee’s work (e.g. project leaders, users of products, etc)
126.d        Feedback from peers
126.e        Feedback from subordinates
126.f        Other,please specify
 127    Are performance appraisals subjected to review by any of the following agents?
127.a        Next higher level of management within that same organization
127.b        HR unit within that same organization
127.c        Central HR entity
127.d        Other
             If the answer is 'Other', please specify. Also use the space below to provide a reference to the relevant provisions of the
127.e
             applicable laws/rules
128     Is there a written record for each civil servant's performance appraisal? (*in practice)

129
        Does a civil servant have an opportunity to review and comment on the written performance appraisal? (*in law)
129.a         Please provide a reference to the relevant provisions of the applicable laws/rules
 130    If the answer to question number 129 is 'Yes', is this opportunity afforded to civil servants in practice?
130.a         If the answer is not 'Always', please give a brief explanation

131
        If the answer to question number 129 is 'Yes', are these comments included in the written appraisal record? *(in practice)
131.a         Please describe if any exceptions can be made
 132    Does a civil servant have a right to view his performance appraisal records?

132.a
           If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules that confer such right
        Performance-related Pay (PRP) Practices

133
        Which, if any, of the following performance-related-pay (PRP) policies authorize linking pay increments to performance? (*in law)
133.a        Individual one-off performance bonuses
133.b        Individual performance-based permanent pay increments
133.c        Individual promotions
133.d        Group-based PRP awards based on group performance
             If the answer to any of the sub-sections of the question is 'Yes', please provide a reference to the relevant provisions of the
133.e
             applicable laws/rules
             Which, if any, of the following performance-related-pay (PRP) practices are employed to link pay
134
             increments to performance? (*in practice)
134.a        Individual one-off performance bonuses
134.b        Individual performance-based permanent pay increments
134.c        Individual promotions
134.d        Group-based PRP awards based on group performance
 135    Are individual PRP awards based on annual performance appraisal ratings?
135.a        If no, please explain what the PRP awards are based on
          What specific caps, if any, are being used within individual organizational units to limit the total number and/or cost of PRP
 136
          awards?

136.a
                Caps on the number or percentage of staff in each organizational unit that can be assigned a PRP award in any given year
 136.b          Caps on the total expenditures on PRP awards within each organizational unit in any given year
 136.c          Other
136.c.1               If the answer is 'Other', please explain.
  137     If caps are used, what are their magnitude:
 137.a          As a percentage of staff
 137.b          As a percentage of the wage bill
          Promotions and Transfers Procedures and Practices
          Promotions
 138      Which of the following promotions procedures are allowed?
138.a           Screening of an individual candidate without competition from other candidates
138.b           Internal competition (only internal candidates are eligible)
138.c           External/open competition (both internal and external candidates are eligible)
138.d           Other
                If the answer is 'Other', please specify constraints on eligibility of candidates to be considered for promotion. Also use the
138.e           space below to provide a reference to the relevant provisions of the applicable laws/rules that prescribe the promotion
                procedure
          In the most recent full calendar year, approximately what percentage of promotions were decided
 139
          under each of these procedures?
139.a           Screening of an individual candidate
139.b           Internal competition
139.c           External/open competition
139.d           Other (same as in the previous question)
139.e           Data are not collected (please enter "-999" in the box)
          Promotions Criteria
 140      How important is each of the following criteria in promotion decisions for civil servants in their early career? (i.e., within the first
          five years following entry into the civil service)
140.a           Number of years of seniority/experience
140.b           Annual performance appraisals
                Qualifications other than years of seniority/experience and performance appraisals (e.g., relevance of education, quality and
140.c
                relevance of experience, relevant knowledge)
                Tests or other structured assessments of particular aptitudes relevant to the new position (e.g., tests
140.d
                of management style, teamwork abilities, communication skills, etc.)
140.e           Other (please specify)
 141      How important is each of the following criteria in promotion decisions for mid-career civil servants?
          (i.e., after at least ten years of civil service employment)
141.a           Number of years of seniority/experience
141.b           Annual performance appraisals
                Qualifications other than years of seniority/experience and performance appraisals (e.g., relevance of education, quality and
141.c
                relevance of experience, relevant knowledge)
                Tests or other structured assessments of particular aptitudes relevant to the new position (e.g., tests
141.d
                of management style, teamwork abilities, communication skills, etc.)
141.e           Other (please specify)
          Checks on Promotion Decision
 142      Are numbers of promotions subject to any of the following caps within a given year?
                Number of authorized positions at any given grade imposes a limit/ceiling on the number of
142.a
                potential promotions to each grade
                Explicit limits/ceilings are placed on the numbers of promotions, either in total or by grade to
142.b
                which promotion is made
 142.c          Other restrictions
142.c.1               If the answer is 'Other restrictions', please specify
  143     Who can propose a promotion?
 143.a          The candidate himself (e.g. by applying for a higher ranking position)
 143.b          Immediate superior of the candidate for promotion
 143.c          Head of the organization within which the candidate for promotion exists
 143.d          HRM unit of the organization within which the candidate for promotion exists
 143.e          A central HRM unit
 143.f          Other, please specify
          Which of the following agents proposed the highest (1), second highest (2), etc. share of the overall number of promotions, in the
 144
          most recent full calendar year?
144.a        The candidate himself (by applying for a higher ranking position)
144.b        Immediate superior of the candidate for promotion
144.c        Head of the organization within which the candidate for promotion exists
144.d        HRM unit of the organization within which the candidate for promotion exists
144.e        A central HRM unit
144.f        Other (same as in the previous question)
        Is there a threshold, identified by some grade, rank or level, at which promotions decisions require
145
        more extensive clearance procedures?
             If yes, please identify the threshold (grade, rank or level) and total number of grades, ranks or levels that exist in the salary
145.a
             structure
 146    In case there is no threshold, whose clearance is required for promotions decisions?
146.a        Immediate superior of the post-promotion position
146.b        Head of the organization within which the post-promotion position exists
146.c        HRM unit of the organization within which the post-promotion position exists
             A central HRM unit responsible for ensuring that the rules and objectives of the legal framework governing the management
146.d
             of the civil service are satisfied
146.e        A central unit responsible for ensuring fiscal sustainability of the wage bill
146.f        Other
             If the answer is 'Other', please specify.Also use the space below to provide a reference to the relevant provisions of the
146.g
             applicable laws/rules that prescribe the clearance requirments for promotion
 147    In case there is a threshold, who must approve promotion above and below the threshold?
147.a        Immediate superior of the post-promotion position
147.b        Head of the organization within which the post-promotion position exists
147.c        HRM unit of the organization within which the post-promotion position exists
             A central HRM unit responsible for ensuring that the rules and objectives of the legal framework governing the management
147.d
             of the civil service are satisfied
147.e        A central unit responsible for ensuring fiscal sustainability of the wage bill
147.f        Other
             If the answer is 'Other', please specify. Also use the space below to provide a reference to the relevant provisions of the
147.g        applicable laws/rules that prescribe the clearance procedures below and above the threshold

        Stability of the Highest Ranking Civil Servant
        Can the highest ranking civil servants, in any given entity, who report directly to either a politician
148
        or a politically appointed official be removed without cause by their superior?
148.a        Please provide a reference to the relevant provisions of the applicable laws/rules
        If such a removal occurs what would happen to the following rights of that highest ranking civil
149
        servant within a given entity?
149.a        Seniority/tenure
149.b        Grade/rank
149.c        Pay/remuneration
149.d        Pension
149.e        Please provide a reference to the relevant provisions of the applicable laws/rules
        If such a removal occurs would that highest ranking civil servant retain a right for another position
150
        within the civil service?
150.a        Please provide a reference to the relevant provisions of the applicable laws/rules
        Working Relationships with other Cadres
        Are there written rules defining differences in roles, responsibilities, authority and accountabilities between civil servants and
151
        each of the following cadres?
151.a        Political appointees
151.b        Public service provision professionals
151.c        Contract personnel
151.d        Please provide a reference to the relevant provisions of the applicable laws/rules
 152    Is there a forum within which civil servants within the top two ranks of the civil service meet on a regular basis with political
        appointees to discuss work issues and how they can effectively work with each other?
152.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
 153    How frequently does this forum meet?
        Are politically appointed officials required to provide input to the formal annual performance
154
        appraisals of civil servants with whom they work directly?
154.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
 155    Do civil servants have a formal mechanism through which they can provide feedback on the
        performance of the politically appointed officials with whom they work directly? (i.e. a formal feedback
        mechanism to the public officials to whom those politically appointed officials directly report.)
155.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
 II    Organizational Capacities
       Background
 1     Please specify country's name
       Policy-setting Agents' Capacity
 2     Please provide name(s) of the policy-setting agent(s) in your country
       During the most recent full fiscal year, how much of the budget for the policy-setting agent(s),
 3
       expressed as a % of total remuneration expenditures, was spent on staff training?
       During the most recent full fiscal year, what was the cost of externally financed staff training (i.e.,
 4     the training that was financed from sources other than the budget), expressed as a % of total
       remuneration expenditures for the policy-setting agent(s)?
       During the most recent full fiscal year, how much of the training provided to staff of the policysetting
 5
       agent(s) focused on:
5.a         Professional knowledge and skills (e.g. economics, law, engineering, etc.)
5.b         Operation of your public administration’s HR systems, including rules and procedures
5.c         Rules and procedures governing country’s public administration
5.d         General HRM knowledge and skills
5.e         Analytical skills
5.f         IT skills
5.g         Communication skills
5.h         Interpersonal skills
5.i         Managerial skills and knowledge
       During the most recent full fiscal year, how much money was budgeted for the policy-setting agent(s) in the following categories
 6
       of expenditure (in thousands of domestic currency units):
6.a         Compensation of employees (GFS code 21)
6.b         Use of goods and services (GFS code 22)
       During the most recent full fiscal year, how much money was actually expended by the policy-setting
 7
       agent(s) in the following categories of expenditure (in thousands of domestic currency units):
7.a         Compensation of employees (GFS code 21)
7.b         Use of goods and services (GFS code 22)

 8
       To what extent does the policy-setting agent(s) rely on the following technologies in its daily operations and business processes?
8.a        Manual or paper-based records/processes
8.b        IT-based records/processes
8.c        Other, please specify

 9     In order to fulfill its functions, a policy-setting agent(s) requires various types of information. Which of the following legal
       instruments require organizational units to provide the policy-setting agent the information that it needs?
9.a         Reporting obligation imposed in a law or the Constitution
9.b         Reporting obligation imposed in subsidiary legislation issued by Cabinet/Council of Ministers
 9.c        Reporting obligation imposed through a legal instrument subsidiary to a Cabinet action
9.d         Other source of authority, please specify
9.e         Please provide a reference to the relevant provisions of applicable laws/rules
 10    Are these reporting requirements mandatory?
10.a        Please provide a reference to the relevant provisions of the applicable laws/rules
 11    Does the regulatory framework define any sanctions for not meeting information requirements?
11.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules

12
       How frequently are each of the following devices used to facilitate reporting by organizational units to the policy-setting agent(s)?
12.a       Standardized electronic reporting forms/templates
12.b       Standardized paper reporting forms/templates
12.c       Reporting guidelines without standardized forms/templates
12.d       Specific requests for particular information
12.e       Other, please specify
       Oversight Agents' Capacity
13     Please provide name(s) of the oversight-agent(s) in your country:
       During the most recent full fiscal year, how much of the budget for oversight agent(s), expressed as a % of total remuneration
14
       expenditures, was spent on staff training?

15     During the most recent full fiscal year, what was the cost of externally financed staff training (i.e., the training that was financed
       from sources other than the budget), expressed as a % of total remuneration expenditures for the oversight agent(s)?
       During the most recent full fiscal year, how much of training provided to staff of the oversight agent
16
       (s) focused on :
16.a         Professional knowledge and skills (e.g. economics, law, engineering, etc.)
16.b        Operation of your public administration’s HR systems, including rules and procedures
16.c        Rules and procedures governing country’s public administration
16.d        General HRM knowledge and skills
16.e        Analytical skills
16.f        IT skills
16.g        Communication skills
16.h        Interpersonal skills
16.i        Managerial skills and knowledge
       During the most recent full fiscal year, how much money was budgeted for the oversight agent(s) in the following categories of
17
       expenditure (in thousands of domestic currency units):
17.a        Compensation of employees (GFS code 21)
17.b        Use of goods and services (GFS code 22)
       During the most recent full fiscal year, how much money was actually expended for the oversight
18
       agent(s) in the following categories of expenditure (in thousands of domestic currency units):
18.a        Compensation of employees (GFS code 21)
18.b        Use of goods and services (GFS code 22)
       To what extent does the oversight agent(s) rely on the following technologies in its daily operations
19
       and business processes?
19.a        Manual or paper-based records/processes
19.b        IT-based records/processes
19.c        Other (please specify)
       In order to fulfill its functions, an oversight agent(s) requires various types of information. Which
20     legal instruments requires organizational units to provide the oversight agent the information that it
       needs?
20.a        Reporting obligation imposed in a law or the Constitution
20.b        Reporting obligation imposed in subsidiary legislation issued by Cabinet/Council of Ministers
20.c        Reporting obligation imposed through a legal instrument subsidiary to a Cabinet action
20.d        Other source of authority, please specify
20.e        Please provide a reference to the relevant provisions of applicable laws/rules
 21    Are these reporting requirements mandatory?
21.a        Please provide a reference to the relevant provisions of the applicable laws/rules
 22    Does the regulatory framework define any sanctions for not meeting information requirements?
22.a        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable laws/rules
       How frequently are each of the following devices used to facilitate reporting by organizational units
23
       to the oversight agent(s)?
23.a        Standardized electronic reporting forms/templates
23.b        Standardized paper reporting forms/templates
23.c        Reporting guidelines without standardized forms/templates
23.d        Specific requests for particular information
23.e        Other, please specify
       Management Agents' Capacity
 24    Who directly manages civil servants?
24.a        Other (please specify)
 25    Please provide name(s) of management agents in your country:
       During the most recent full fiscal year, how much of the budget for the management agent(s), expressed as a % of total
26
       remuneration expenditures, was spent on staff training?

27     During the most recent full fiscal year, what was the cost of externally financed staff training (i.e., the training that was financed
       from sources other than the budget), expressed as a % of total remuneration expenditures for the management agent(s)?

28
       During the most recent full fiscal year, how much of training provided to staff of the management agent(s) focused on :
28.a       Professional knowledge and skills (e.g. economics, law, engineering, etc.)
28.b       Operation of your public administration’s HR systems, including rules and procedures
28.c       Rules and procedures governing country’s public administration
28.d       General HRM knowledge and skills
28.e       Analytical skills
28.f       IT skills
28.g       Communication skills
28.h       Interpersonal skills
28.i       Managerial skills and knowledge

29     Please provide estimates of financial resources that were budgeted for the management agent(s) over the most recent full fiscal
       year on the following categories of expenditure (in thousands of domestic currency units):
29.a       Compensation of employees (GFS code 21)
29.b       Use of goods and services (GFS code 22)

30     Please provide estimates of financial resources that were actually expended by the management agent(s) over the most recent
       full fiscal year on the following categories of expenditure (in thousands of domestic currency units):
30.a         Compensation of employees (GFS code 21)
30.b         Use of goods and services (GFS code 22)
       To what extent does the management agent(s) rely on the following technologies in its daily operations
31
       and business processes?
31.a         Manual or paper-based records/processes
31.b         IT-based records/processes
31.c         Other (please specify)
       How many organizations headed by cabinet members in which civil servants are posted or
32
       employed have dedicated Human Resource Management units?
32.a         Number of organizations with dedicated HRM units
32.b         Percentage of organizations with dedicated HRM units
       Redress Agents' Capacity
33     Please provide names of both first and second instance redress agents:
       During the most recent full fiscal year, how much of the budget for the redress agent(s), expressed as a % of total remuneration
34
       expenditures, was spent on staff training?

35     During the most recent full fiscal year, what was the cost of externally financed staff training (i.e., the training that was financed
       from sources other than the budget), expressed as a % of total remuneration expenditures for the redress agent(s)?

36
       During the most recent full fiscal year, how much of training provided to staff of the redress agent(s) focused on:
36.a       Professional knowledge and skills (e.g. economics, law, engineering, etc.)
36.b       Operation of your public administration’s HR systems, including rules and procedures
36.c       Rules and procedures governing country’s public administration
36.d       General HRM knowledge and skills
36.e       Analytical skills
36.f       IT skills
36.g       Communication skills
36.h       Interpersonal skills
36.i       Managerial skills and knowledge

37     Please provide estimates of financial resources that were budgeted for the management agent(s) over the most recent full fiscal
       year on the following categories of expenditure (in thousands of domestic currency units):
37.a        Compensation of employees (GFS code 21)
37.b        Use of goods and services (GFS code 22)

38     Please provide estimates of financial resources that were actually expended by the management agent(s) over the most recent
       full fiscal year on the following categories of expenditure (in thousands of domestic currency units):
38.a         Compensation of employees (GFS code 21)
38.b         Use of goods and services (GFS code 22)
       Case Load: Please provide estimates of the following indicators of the case load handled by the first instance redress agents within
39
       the most recent full calendar year:
39.a         Number of cases initiated within the most recent full calendar year
39.b         Number of cases decided within the most recent full calendar year
       Case Dispositions: Please provide estimates of the following indicators of the nature of the decisions redressed by the first
40
       instance redress agents within the most recent full calendar year:
             Number of decisions that ruled in favor of the civil servant or applicant for a civil service position within the most recent full
40.a
             calendar year
             Percent of decisions that ruled in favor of the civil servant or applicant for a civil service position within the most recent full
40.b
             calendar year

41
           To what extent does the redress agent(s) rely on the following technologies in its daily operations and business processes?
41.a       Manual or paper-based records/processes
41.b       IT-based records/processes
41.c       Other (please specify)
 III   System Performance
       Background
 1     Country name
 2     Categories of civil servants within the civil service labor regime
2.a        High-level managers
2.b        Middle-level managers
2.c        Professional staff
2.d        Technical staff
2.e        Administrative and clerical staff
2.f        Skilled and semi-skilled manual laborers
2.g        Unskilled workers
       Attracting Staff with Needed Skills

 3
       Is information on the average number of qualified (long-listed) applicants per advertised civil service position monitored?
 4     For what categories of civil servants is this information collected and monitored? (check all that apply)
4.a          Total (no breakdowns available by category)
4.b          High level managers
4.c          Middle-level managers
4.d          Professional staff
4.e          Technical staff
4.f          Administrative and clerical staff
4.g          Skilled and semi-skilled manual laborers
4.e          Unskilled workers
 5     With what frequency is this information collected and monitored? (check one)
5.a          Continuously
5.b          Weekly
5.c          Monthly
5.d          Quarterly
5.e          Semi-annually
5.f          Annually
5.g          Irregularly

 6     What is the value for this indicator for the last two years i.e., the average number of qualified (long-listed) applicants per
       advertised civil service position during the most recent full calendar year as well as during the previous full calendar year?
6.a         Value for the most recent full calendar year
6.b         Period covered (from- to)
6.c         Value for the previous full calendar year
6.d         Period covered (from -to)
       What is the value for this indicator for the last two years for entry level civil service positions i.e., the average number of qualified
 7     (long-listed) applicants per advertised entry level civil service position during the most recent full calendar year as well as during
       the previous full calendar year?
7.a         Value for the most recent full calendar year
7.b         Period covered (from- to)
7.c         Value for the previous full calendar year
7.d         Period covered (from -to)
       On average, what percentage of each of the following sets of civil servants have completed at least some post-secondary
 8
       education?
8.a         High-level managers
8.b         Middle-level managers
8.c         Professional staff
8.d         Technical staff

 9
       On average, what percentage of each of the following sets of civil servants have completed a post-secondary degree program?
9.a          High-level managers
9.b          Middle-level managers
9.c          Professional staff
9.d          Technical staff
       Retaining Staff with Needed skills
       Is information on average 3-year retention rate for recently recruited civil servants collected and monitored?
10

 11    For what categories of civil servants is this infomation collected and monitored
11.a       Entry-level civil servants
11.b       Mid-career civil servants
 12    With what frequency is this information collected and monitored? (check one)
12.a       Continuously
12.b       Weekly
12.c       Monthly
12.d         Quarterly
12.e         Semi-annually
12.f         Annually
12.g         Irregularly
       What is the current/most recent value of this indicator i.e., the average 3-year retention rate among recently recruited civil
13
       servants in the following categories:
13.a         Total (no breakdowns available by category)
13.b         High level managers
13.c         Middle-level managers
13.d         Professional staff
13.e         Technical staff
13.f         Administrative and clerical staff
13.g         Skilled and semi-skilled manual laborers
13.h         Unskilled workers
       How did the the average 3-year retention rate (in percent) among each of these categories of civil servants compare to the
14
       previous three-year retention rate for that same category?
14.a         Total (no breakdowns available by category)
14.b         High level managers
14.c         Middle-level managers
14.d         Professional staff
14.e         Technical staff
14.f         Administrative and clerical staff
14.g         Skilled and semi-skilled manual laborers
14.h         Unskilled workers
       Fiscally Sustainable Wage Bill
 15    Please provide the following information
15.a   Wage bill/GDP for civil service
15.b   Wage bill/GDP for general government
15.c   Wage bill/total recurrent expenditures for civil service
15.d   Wage bill/total recurrent expenditures for general government
       Average quarterly turnover rates
16     Is information on average quarterly turnover rates collected and monitored?
       If the answer to Q.16 is a 'Yes', for the most recent three calendar years, please provide the following data on average quarterly
17
       turnover rates for the following:
17.a         Average quarterly turnover rate for civil servants over the full three-year period
17.b         Average quarterly turnover rate for politically appointed officials over the same full three-year period
             Average quarterly turnover rate for civil servants only for quarters in which or immediately after which the ruling party or
17.c
             coalition changed within that same three-year period
             Average quarterly turnover rate for politically appointed officials only for quarters in which or immediately after which the
17.d
             ruling party or coalition changed within that same three-year period

17.e       Average quarterly turnover rate for civil servants only for quarters in which or immediately after which the head of
           Government changed without a change in the ruling party or coalition within that same three-year period

17.f         Average quarterly turnover rate for politically appointed officials only for quarters in which or immediately after which the
             head of Government changed without a change in the ruling party or coalition within that same three year period
       Average quarterly transfer rates
18     Is information on average transfer rates collected and monitored?
       If the answer to Q.18 is a 'Yes', for the most recent three calendar years, please provide the following data on average quarterly
19
       transfer rates among civil servants for the following:
19.a         Average quarterly transfer rate for civil servants over the full three-year period
             Average quarterly transfer rate for civil servants only for quarters in which or immediately after which the ruling party or
19.b
             coalition changed within that same three-year period

19.c         Average quarterly transfer rate for civil servants only for quarters in which or immediately after which the head of
             Government changed without a change in the ruling party or coalition within that same three-year period
       Performance Appraisal Practices and their Consequences
 20    Is information on formal annual performance appraisals collected and monitored?
 21    For what categories of employees is this information collected and monitored?
21.a         Total (no breakdowns available by category)
21.b         High level managers
21.c         Middle-level managers
21.d         Professional staff
21.e       Technical staff
21.f       Administrative and clerical staff
21.g       Skilled and semi-skilled manual laborers
21.h       Unskilled workers

22     What is the current/most recent value of this indicator i.e., the percentage of civil servants in the following groups who received a
       formal annual performance appraisal during the most recent round of annual performance appraisals?
22.a         Average for civil service
22.b         High level managers
22.c         Middle-level managers
22.d         Professional staff
22.e         Technical staff
22.f         Administrative and clerical staff
22.g         Skilled and semi-skilled manual laborers
22.h         Unskilled workers
 23    How many performance rating scoring options are permitted on the annual performance appraisal form?
       During the most recent round of annual performance appraisals of civil servants, what % of civil servants received each of the
24
       following possible ratings?
24.a         Percent receiving highest possible rating:
24.b         Percent receiving second highest possible rating:
24.c         Percent lowest possible rating:
24.d         Percent second lowest possible rating
       Absenteeism
 25    Is information on absenteeism rates collected and monitored?
 26    With what frequency is this information collected and monitored
26.a         Continuously
26.b         Weekly
26.c         Monthly
16.d         Quarterly
26.e         Semi-annually
26.f         Annually
26.g         Irregularly
 27    For what categories of employees is this information collected and monitored?
27.a         Total (no breakdowns available by category)
27.b         High level managers
27.c         Middle-level managers
27.d         Professional staff
27.e         Technical staff
27.f         Administrative and clerical staff
27.g         Skilled and semi-skilled manual laborers
27.h         Unskilled workers

28     What is the current/most recent value of this indicator i.e., during the most recent quarter for which estimates are available, what
       were average absenteeism rates (in percentages) among civil servants across the following types of civil service positions?
28.a         Total (no breakdowns available by category)
28.b         High level managers
28.c         Middle-level managers
28.d         Professional staff
28.e         Technical staff
28.f         Administrative and clerical staff
28.g         Skilled and semi-skilled manual laborers
28.h         Unskilled workers
 E     Ethical Behavior by Civil Servants
       Is information on the percentage of civil servants who are disciplined with a disciplinary action recorded in their personnel file
29
       monitored regularly?
 30    With what frequency is this information collected and monitored?
30.a         Continuously
30.b         Weekly
30.c         Monthly
30.d         Quarterly
30.e         Semi-annually
30.f         Annually
30.g         Irregularly
 31    For what categories of employees is this information collected and monitored?
31.a         Total (no breakdowns available by category)
31.b         High level managers
31.c         Middle-level managers
31.d         Professional staff
31.e         Technical staff
31.f         Administrative and clerical staff
31.g         Skilled and semi-skilled manual laborers
31.h         Unskilled workers
       What is the current/most recent value of this indicator; i.e., during the most recent full calendar year, what percentage of civil
32     servants in each of the following categories were disciplined were disciplined with a disciplinary action recorded in their personnel
       file?
32.a         Total (no breakdowns available by category)
32.b         High level managers
32.c         Middle-level managers
32.d         Professional staff
32.e         Technical staff
32.f         Administrative and clerical staff
32.g         Skilled and semi-skilled manual laborers
32.h         Unskilled workers
       During the most recent full calendar year, what percentage of civil servants in each of the following categories were dismissed for
33
       disciplinary reasons?
33.a         Total (no breakdowns available by category)
33.b         High level managers
33.c         Middle-level managers
33.d         Professional staff
33.e         Technical staff
33.f         Administrative and clerical staff
33.g         Skilled and semi-skilled manual laborers
33.h         Unskilled workers
 F     Working Relationships with Other Cadres
       No indicators currently included for this section
 G     Redress
       Redress timeliness: What is the average length of time between the filing of a grievance by a civil servant and a decision being
34
       issued by the first instance redress agent?
34.a         Number of days
       Redress appeals: Please provide estimates of the following indicators relating to appeals of decisions of the first instance redress
35
       agents within the most recent full calendar year:
             Number of first instance decisions that were appealed to a second instance redress agent within the most recent full calendar
35.a
             year
35.b         Percent of such appeals in which the first instance redress agent's decision was upheld

35.c
           Percent of such appeals in which the second instance redress agent's decided in favor of the civil servant
Data source   Indicator
number
      II      Institutional Arrangementes
              Background information
     1        Please specify country name
              Please provide a brief description (e.g., title, grade, etc.) of the range of civil service positions
              within
              each of the categories identified below; i.e., describe the highest and the lowest ranking titles
     2
              that you
              would consider to fall within each of the categories within your country’s civil service.

    2.a       High-level managers
    2.b       Middle-level managers
    2.c       Professional staff
    2.d       Technical staff
    2.e       Administrative and clerical staff
    2.f       Skilled and semi-skilled manual laborers
    2.g       Unskilled workers
              Civil Service Legal Framework
     3        Does the existing legal framework specify a distinct Civil Service labor regime?
      Please provide references to relevant provisions of the applicable laws/rules and briefly
      explain




3.a




      The civil service system in your country best characterized as (select one):
4
      Please provide references to relevant provisions of the applicable laws/rules and briefly
      explain




4.a




      Due Process Protection
      Does the Civil Service enjoy stronger due process protections than are afforded under the
5
      country’s private sector labor law.
      Please provide references to relevant provisions of the applicable laws/rules and briefly
      explain




5.a




      Civil Service Management Objectives
      Does the legal framework governing the Civil Service identify each of the following as
6
      objectives of that legal framework?
6.a   Attract and retain required human capital
6.b   Ensure fiscally sustainable wage bill
6.c   Ensure depoliticized, meritocratic CSM
6.d   Ensure performance-focusing CSM
6.e   Ensure ethical behavior by civil servants
6.f   Ensure effective working relationships with other cadres
      Please provide references to relevant provisions of the applicable laws/rules and briefly
      explain




6.g




      Policy-Setting
7     Is policy setting assigned to a set of Centralized Agents ?
      Please provide references to relevant provisions of the applicable laws/rules and briefly
      explain




7.a




      Day-to-Day Management
      Day-to-day management of civil servants is assigned to which of the following agents?
8
      Please provide references to relevant provisions of the applicable laws/rules and briefly
      explain




8.a




      Is responsibility for day-to-day management of civil servants unambiguously assigned ; i.e.,
      does the legal framework ensure that when any particular CSM action has been taken, there
9
      is no ambiguity as to whether the agent taking that action, and no other agent, had the
      authority to do so?
       Please provide references to relevant provisions of the applicable laws/rules and briefly
       explain




8.a




       Career Management
10     Career management of civil servants is assigned to which of the following agents?
       Please provide references to relevant provisions of the applicable laws/rules and briefly
10.a
       explain
       If answer to Q10 is "a single central agent with input mandated by MDAs", please specify how
11     frequently the input of MDAs is incorporated into the career management decisions carried
       out by a central agent.
       If answer to Q10 is "MDAs with no oversight by a central agent", please specify how
12     frequently the input the career management decisions taken by MDAs are subjected to
       oversight by a central agent.
       Is responsibility for career management of civil servants unambiguously assigned? (i.e., the
       legal
       framework ensures that when any particular career management action has been taken,
13
       there is no
       ambiguity as to whether the agent taking that action, and no other agent, had the authority
       to do so)
       Please provide references to relevant provisions of the applicable laws/rules and briefly
       explain




13.a




       Oversight
       Oversight of civil service management practices is assigned to which of the following agents:
14
       Please provide references to relevant provisions of the applicable laws/rules and briefly
       explain




14.a




       Independent Redress
       Responsibility for redress with respect to CS management actions is assigned to which of the
15     following agents:
       Please provide references to relevant provisions of the applicable laws/rules and briefly
       explain




15.a




       Is the redress agent independent of the agents exercising both policy setting and civil servant
       management authority?


16
       Please provide references to relevant provisions of the applicable laws/rules and briefly
       explain




16.a




       Is responsibility for redress unambiguously assigned? (i.e., the legal framework ensures that
       when
17     any particular redress action has been taken, there is no ambiguity as to whether the agent
       taking that
       action, and no other agent, had the authority to do so)
       Please provide references to relevant provisions of the applicable laws/rules and briefly
       explain




17.a




       Remuneration Policies and Practices
18     What is the overall ratio of public/private sector total remuneration packages for each type of
       civil service positions?
18.a   High-level managers

18.b   Middle-level managers

18.c   Professional staff

18.d   Technical staff

18.e   Administrative & clerical staff

18.f   Skilled & semi-skilled manual laborers

18.g   Unskilled workers
 19      What is the overall ratio of public/private sector total financial remuneration for each type of
         civil
         service positions?
19.a     High-level managers

19.b     Middle-level managers
19.c     Professional staff
19.d     Technical staff

19.e     Administrative and clerical staff

 19.f    Skilled & semi-skilled manual laborers

19.g     Unskilled workers

 20      Please provide a brief explanation of the data source that allowed you to answer Q18 & Q19
         above
 21      Please specify whether the following characteristics are present in the civil service
         compensation system (*in law)
21.a     There are explicit criteria for assigning posts (or the persons selected to occupy given posts)
         to cells in the salary scale or grid?
21.b     Individual salary-determining personnel actions are cleared by a third-party (e.g., a central
         authority), to ensure compliance with rules governing such personnel actions

21.c     Personnel management procedures require actions that generate written or electronic
         records (audit trails) for individual salary setting actions
21.d     Please provide a reference to the relevant provisions of the applicable laws/rules that
         delineate the characteristics of the civil service compensation system
 22      If you answered 'Yes' in response to any of the sub-sections of Q21 above, please specify
         whether the following characteristics are actually functional in the civil service compensation
         system (*in practice)

22.a     Explicit criteria are used for assigning posts (or the persons selected to occupy given posts) to
         cells in the salary scale or grid?
22.b     Individual salary-determining personnel actions are cleared by a third-party (e.g., a central
         authority), to ensure compliance with rules governing such personnel actions

22.c     Written or electronic records (audit trails) for individual salary setting actions are generated

22.d     Written or electronic records (audit trails) for individual salary setting actions are reliable in
         practice
22.e     Please give a brief explanation if the reply to any of the sub-sections of the question is not
         'Always'
 23      Which of the following in-kind benefits are provided to civil servants in the following groups

 23.a    Housing
23.a.1   High-level managers
23.a.2   Middle-level managers
23.a.3   Professional staff
23.a.4   Technical staff
23.a.5   Administrative & clerical staff
23.a.6   Skilled & semi-skilled manual laborers
23.a.7   Unskilled workers
 23.b    Vehicle and driver
23.b.1   High-level managers
23.b.2   Middle-level managers
23.b.3   Professional staff
23.b.4   Technical staff
23.b.5   Administrative & clerical staff
23.b.6   Skilled & semi-skilled manual laborers
23.b.7   Unskilled workers
 23.c    Land
23.c.1   High-level managers
23.c.2   Middle-level managers
23.c.3   Professional staff
23.c.4   Technical staff
23.c.5   Administrative & clerical staff
23.c.6   Skilled & semi-skilled manual laborers
23.c.7   Unskilled workers
 23.d    Other
 23.e    If the answer is 'Other', please specify. Also use the space below to provide references to the
         relevant provisions of the applicable laws/ rules and give your comments, if any

         Salary Setting and Pension Liabilities Policy Action
 24      Do salary setting policy actions that would impact the civil service wage bill require the review
         and clearance of a central authority responsible for ensuring sustainability of the
         Government’s fiscal program (e.g., the Ministry of Finance)?
24.a     If yes, please describe the agent who has been assigned the responsibility. Also provide a
         reference to the relevant provisions of the applicable laws/rules that prescribe the above
         mentioned review and clearance
 25      Do policy changes that impact civil service pension liabilities require the review and clearance
         by a central authority responsible for ensuring sustainability of the Government’s fiscal
         program (e.g., the Ministry of Finance)?
25.a     If yes, please describe the agent who has been assigned responsibility. Also provide a
         reference to the relevant provisions of the applicable laws/rules that prescribe the above
         mentioned review and clearance
         Non-remuneration Policies and Practices
 26      Are there explicit policies in place that encourage management/supervisors to employ the
         following
         devices to enhance capabilities and/or performance among their staff? (*in-law)
26.a     Fairness with which personnel are managed
26.b     Clarity about work performance expectations and whether they have been met
26.c     Opportunities to exercise autonomy in one’s work
26.d     On-the-job learning or skills acquisition opportunities
26.e   Formal training opportunities
26.f   Mentoring
26.g   Career advancement within the civil service
26.h   Praise or other similar non-monetary positive reinforcement
26.i   Tenure protections
26.j   Other
26.k   Please provide a reference to the relevant provisions of the applicable laws/rules that
       delineate these policies
27     If you answered 'Yes' in response to any of the sub-sections of Q26, please specify which of
       the
       following devices are actually employed by management/supervisors to enhance capabilities
       and/or
       performance among their staff? (*in-practice)
27.a   Fairness with which personnel are managed
27.b   Clarity about work performance expectations and whether they have been met
27.c   Opportunities to exercise autonomy in one’s work
27.d   On-the-job learning or skills acquisition opportunities
27.e   Formal training opportunities
27.f   Mentoring
27.g   Career advancement within the civil service
27.h   Praise or other similar non-monetary positive reinforcement
27.i   Tenure protections
27.j   Other
27.k   Please give a brief explanation if the reply to any of the sub-sections of the question is not
       'Always'
       Attracting and Retraining Qualified Staff to Work in Unattractive Locations
28     Do any of the following policies exist in order to attract and retain qualified staff to
       unattractive
       locations?
28.a   Rotation requirements as a condition for career advancement

28.b   Career advancement preference for staff who meet minimum rotation periods in unattractive
       locations
28.c   Monetary incentives

28.d   In-kind incentives (e.g., housing)

28.e   Other
       If your answer is 'Other', please specify the incentive mechanism. Also use the space below to
28.f   provide a reference to the relevant provisions of the applicable laws/rules that delineate
       these policies
29     For position-specific recruitments, is information on the number of qualified applicants per
       available
       position by location being routinely monitored?
30     For pooled recruitments, is information on the average number of qualified applicants per
       available
       position being routinely monitored?
31     Is information on the turnover of staff, i.e. the number of civil servants who have left the civil
       service for any reason, by position and by location being routinely collected and monitored?


32     Is information on the number of unfilled positions by staff category by location being
       systematically
       collected and monitored?
       Establishment Control System
 33    Is there an establishment control system?
33.a   Please provide a reference to the relevant provisions of the applicable laws/rules that create
       an establishment system
 34    The effectiveness of the establishment control system
34.a   The establishment control system is deemed effective
34.b   The establishment control system is not deemed completely effective
34.c   The establishment control system is not deemed effective at all
34.d   Please provide an explanation of the evidence used to back-up your assessment
 35    Which of the following features are included in the design of the establishment control
       system? I.e., does the central agent responsible for ensuring establishment control have the
       following authority?
35.a   Authorization of posts/positions within the civil service
35.b   Ex ante clearance is required before launching a recruitment effort for filling a vacant,
       authorized post within the civil service
35.c   Ex ante clearance is required before appointing a new hire for a vacant, authorized post
       within the civil service
35.d   Ex ante clearance before authorizing a promotion (increase in rank or grade)
35.e   Please provide a reference to the relevant provisions of the applicable laws/rules
 36    If you answered 'Yes' in response to any of the sub-sections of Q.35, please specify which of
       the
       following features of the establishment control system are actually applied in practice?

36.a   Authorization of posts/positions within the civil service
36.b   Ex ante clearance is required before launching a recruitment effort for filling a vacant,
       authorized post within the civil service
36.c   Ex ante clearance is required before appointing a new hire for a vacant, authorized post
       within the civil service
36.d   Ex ante clearance before authorizing a promotion (increase in rank or grade)
36.e   Please give a brief explanation if the reply to any of the sub-sections of the question is not
       'Always
37     Please provide the name of the central agent(s) with authority to carry out each of the
       following
       responsibilities under the establishment control system?
37.a   Central agent responsible for authorization of posts/positions
37.b   Central agent responsible for ex ante clearance before launching a recruitment effort
       for filling a vacant, authorized post

37.c   Central agent responsible for ex ante clearance before appointing a new hire for a
       vacant, authorized post
37.d   Central agent responsible for ex ante clearance is before authorizing a promotion
       (increase in rank or grade)
38     Do written or electronic records (audit trails) exist to ensure quality of information on
       recruitments,
       promotions, transfers, and departures of civil servants?
38.a   Written record (audit trail)
38.b   Electronic record (audit trail)
 39    Which of the following audit devices are used to esure quality of information on recruitments,
       promotions, transfers, and departures of civil servants?

39.a   Periodic internal audits of such actions (either on a sampling or full universe basis)


39.b   Periodic external audits of such actions (either on a sampling or full universe basis)


39.c   Please provide a brief description of the actor(s) responsible for the internal and external
       audits and provide a reference to the relevant provisions of the applicable laws/rules that
       mandate the audit
 40    What is the prescribed frequency for carrying out the following : (*in law)
40.a   Periodic internal audits of such actions (either on a sampling or full universe basis)

40.b   Periodic external audits of such actions (either on a sampling or full universe basis)

 41    How frequently are these audits actually carried out? (*in practice)
41.a   Periodic internal audits of such actions (either on a sampling or full universe basis)

41.b   Periodic external audits of such actions (either on a sampling or full universe basis)

       Wage Bill Control System
 42    Is there a wage bill control system?
42.a   Please provide a reference to the relevant provisions of the applicable laws/rules that create
       a wage bill control system
 43    Effectiveness of the wage bill control system
43.a   The wage bill control system is deemed effective
43.b   The wage bill control system is not deemed completely effective
43.c   The wage bill control system is not deemed effective at all
43.d   Please provide an explanation of the evidence used to back-up your assessment
 44    Which of the following features are included in the design of the wage bill control system? I.e.
       does the central agent responsible for ensuring wage bill control have the following
       authority?
44.a   Clearance of the job descriptions for each position within the civil service
44.b   Clearance of the mapping of job descriptions to the salary scale (i.e., for job evaluations) for
       each position within the civil service
44.c   Clearance of assignments of elements of salary other than that part of remuneration set by
       the salary scale
44.d   Please provide a reference to the relevant legal documents/rules
45     If you answered 'Yes' in response to any of the sub-sections of Q.44, please specify which of
       the
       following features of the wage bill control system are actually applied in practice?
45.a   Clearance of the job descriptions for each position within the civil service
45.b   Clearance of the mapping of job descriptions to the salary scale (i.e., for job evaluations) for
       each position within the civil service
45.c   Clearance of assignments of elements of salary other than that part of remuneration set by
       the salary scale
45.d   Please provide a brief explanation if reply to the any of the sub-sections of the question is not
       'Always'
46     Please provide the name of the central agent with the authority to carry out each of the
       following
       responsibilities as they relate to the wage bill control system?
46.a   Central agent responsible for clearance of the job descriptions for each position
46.b   Central agent responsible for clearance of the mapping of job descriptions to the salary scale
       (i.e., for job evaluations)
46.c   Central agent responsible for clearance of individual elements of remuneration for an
       individual civil servant other than that set by the salary scale
47     Are there any rules that require cross-checking of personnel records with payroll records to
       ensure
       quality of information on remuneration of civil servants ?
47.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
       laws/rules that mandate the cross-checking
48     Is cross-checking of personnel records with payroll records actually carried out to ensure
       quality of
       information on remuneration of civil servants ?
48.a   If the reply is not 'Always', please give a brief explanation
 49    Is cross-checking ensured by link between treasury payroll system and a civil service
       personnel records system?




50     How frequently are personnel records being cross-checked with payroll records?


51     How is the cross-checking process conducted?
52     Which of the following devices are being used to ensure quality of information on
       remuneration of civil servants?
52.a   Written record (audit trail) generated by all salary setting actions
52.b   Electronic record (audit trail) generated by all salary setting actions
 53    Which of the following audit devices are being used to ensure quality of information on
       remuneration of civil servants and how often?
53.a   Periodic internal audits of such actions (either on a sampling or full universe basis)
53.b   Periodic external audits of such actions (either on a sampling or full universe basis)


53.c   Please provide a reference to the relevant provisions of the applicable laws/rules that
       prescribe the frequency of the audits
 54    What is the prescribed frequency for carrying out the following :
54.a   Periodic internal audits of such actions (either on a sampling or full universe basis)

54.b   Periodic external audits of such actions (either on a sampling or full universe basis)

54.c   Please provide a reference to the relevant provisions of the applicable laws/rules that
       prescribe the frequency of the audits
 55    How frequently are these audits actually carried out in practice?
55.a   Periodic internal audits of such actions (either on a sampling or full universe basis)

55.b   Periodic external audits of such actions (either on a sampling or full universe basis)

       Competition for Positions
56     Which of the following policies are in place to ensure competition for entry-level positions?

56.a   Advertising for an entry level civil service position is always required
56.b   Advertising for an entry level civil service position is required, except in exceptional
       circumstances
56.c   Explicit criteria defining “exceptional circumstances” are established in law or subsidiary
       legislation (e.g., a Government decree)
56.d   A central authority has the responsibility and authority to decide whether or not those
       explicit criteria have been satisfied
56.e   If “exceptional circumstances” are recognized, please describe the explicit criteria that define
       such circumstances, and which agent has authority to determine whether they have been
       met in specific situations. Also use the space below to provide a reference to the relevant
       provisions of the applicable laws/rules that lay out the above mentioned policies

57     Competition for non-entry level positions is open to:
57.a   If you answered 'Other',please explain. Also use the space below to provide a reference to the
       relevant provisions of the applicable laws/rules that govern the selection for non-entry level
       positions




58     Which of the following policies are in place to ensure competition for non-entry level
       positions:
58.a   Advertising for a non-entry level civil service position is always required
58.b   Advertising for a non-entry level civil service position is required, except in exceptional
       circumstances
58.c   Explicit criteria defining “exceptional circumstances” are established in law or subsidiary
       legislation (e.g., a Government decree)
58.d   A central authority has the responsibility and authority to decide whether or not those
       explicit criteria have been satisfied
58.e   If “exceptional circumstances” are recognized, please describe the explicit criteria that define
       such circumstances, and which agent has authority to determine whether they have been
       met in specific situations. Also use the space below to provide a reference to the relevant
       provisions of the applicable laws/rules that lay out the above mentioned policies

59     Are recruitments (either entry- or non-entry level) that are exempted from advertising, under
       “exceptional circumstances”, required to be monitored?

59.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
       laws/rules that mandate this monitoring
60     Are recruitments (either entry- or non-entry level) that are exempted from advertising, under
       “exceptional circumstances”, actually monitored?
61     If selection for non-entry level positions is restricted to internal candidates (either prior to
       opening
       competition to external candidates or always), selection procedures require which of the
       following:




61.a   If the answer is 'Other',please specify. Also use the space below to provide a reference to the
       relevant provisions of the applicable laws/rules that govern the
       selection process




62     What percentage of non-entry level appointments during the most recent quarter (three
       months)
       were external candidates?
       Selection Criteria
63     Which of the following criteria are employed for selection to entry-level positions? (*in law)

63.a   Knowledge, skills and capacity to take on a position’s responsibilities, both technical and inter-
       personal
63.b   Performance in previous relevant employment
63.c   Education
63.d   Years of relevant experience, regardless of who the employer was
63.e   Other
63.f   If the answer is 'Other', please explain. Also provide a reference to the relevant laws/rules
       that lay out the selection criteria
64     How important are each of the following criteria for selection to entry-level positions? (*in
       law)
64.a   Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and
       inter-personal

64.b   Performance in previous relevant employment

64.c   Education


64.d   Years of relevant experience, regardless of who the employer was

64.e   Other

64.f   Please provide a reference to the relevant provisions of applicable laws/rules that assign
       weights to these selection criteria and enumerate the relative weightage of each criterion




65     How important are each of the following criteria for selection to entry-level positions? (*in
       law)
65.a   Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and
       inter-personal
65.b   Performance in previous relevant employment
65.c   Education
65.d   Years of relevant experience, regardless of who the employer was
65.e   Other
66     Can relevant experience substitute for education in meeting the minimum requirements for
       an entry-level position?
67     What percentage of entry-level appointments met minimum education requirements for the
       position?
68     Can education substitute for relevant experience in meeting the minimum requirements for
       an entry-level position?
69     What percentage of entry-level appointments met minimum relevant experience
       requirements for the position?
70     Which of the following criteria are employed for selection to non-entry level positions? (*in
       law)
70.a   Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and
       inter-personal
70.b   Performance in previous relevant employment
70.c   Education
70.d   Years of relevant experience, regardless of who the employer was
70.e   Years of relevant experience within the civil service only
70.f   Other
70.g   If the answer is 'Other', please explain. Also provide a reference to the relevant laws/rules
       that lay out the selection criteria
71     How important are each of the following criteria for selection to non-entry level positions?

71.a   Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and
       inter-personal

71.b   Performance in previous relevant employment


71.c   Education


71.d   Years of relevant experience, regardless of who the employer was


71.e   Years of relevant experience within the civil service only


71.f   Other
       Please provide a reference to the relevant provisions of applicable laws/rules that assign
       weights to these selection criteria and enumerate the relative weightage of each criterion




71.g
       How important are each of the following criteria for selection to non-entry level positions in
       practice?
72
       Knowledge, skills and capacity to shoulder a position’s responsibilities, both technical and
72.a   inter-personal
72.b   Performance in previous relevant employment
72.c   Education
72.d   Years of relevant experience, regardless of who the employer was
72.e   Years of relevant experience within the civil service only
72.f   Other
73     Can relevant experience substitute for education in meeting the minimum requirements for a
       non-entry level position?
74     What percentage of non-entry level appointments met minimum education requirements for
       the position?
75     Can education substitute for relevant experience in meeting the minimum requirements for a
       non-entry level position?
76     What percentage of non-entry level appointments met minimum relevant experience
       requirements for the position?
77     Is there an agent who is assigned the responsibility to verify job application documentation
       (e.g.
       diplomas, previous work experience etc.)for both entry and non-entry level positions?

77.a   For entry level positions
77.b   For non entry level positions
       Screening Procedures
 78      Which of the following types of screening procedures are employed in the selection of entry-
         level
         civil servants? (*in law)
78.a     Interviews
78.b     Written testing
78.c     Other screening procedure (s)
78.d     Please provide a reference to the relevant provisions of the applicable laws/rules that
         prescribe the screening procedures. If the answer was 'Other screening procedures', please
         provide a brief explanation
 79      How often are each of the following types of screening procedures employed in the selection
         of entry-level civil servants? (*in-practice)
79.a     Interviews
79.b     Written testing
79.c     Other screening procedure(s)
79.d.1   In case of 'Other', please specify




 80      How important is each of these types of screening procedures in selection decisions?

80.a     Interviews
80.b     Written tests

 80.c    Other screening procedure(s),

80.d     In case of 'Other' please specify. Also use the space below to provide a reference to the
         relevant provisions of the applicable laws/rules that assign weights to different screening
         procedures




 81      How important is each of the following characteristics for assessing candidates ?
81.a     Knowledge of the rules and procedures governing your country’s civil service and public
         administration
81.b     Professional knowledge or expertise required by the position or career track

 81.c    Analytical skills

81.d     Communication skills

81.e     Inter-personal skills and aptitudes

 81.f    Managerial skills and knowledge

 81.g    Computer skills
 81.h    Other
81.h.1   If the answer is 'Other', please describe
  82     Which of the following types of screening procedures are employed in the selection of non-
         entry
         level civil servants? (*in law)
82.a     Interviews
82.b     Written testing
82.c     Other screening procedure (s)
82.d     Please provide a reference to the relevant provisions of the applicable laws/rules that
         prescribe the screening procedures for non-entry level positions
 83      How often are each of the following types of screening procedures employed in the selection
         of
         non-entry level civil servants? (*in practice)
83.a     Interviews
 83.b    Written testing
 83.c    Other screening procedure (s)
83.c.1   In case of 'Other', please specify




 84      How important is each of these types of screening procedures in selection decisions?

84.a     Interviews

84.b     Written testing

 84.c    Other screening procedure (s)

84.d     Please specify type(s), if any. Also use the space below to provide a reference to the relevant
         legal procedures/rules that assign weights to different screening procedures




 85      How important is each of the following characteristics for assessing candidates ?
85.a     Knowledge of the rules and procedures governing your country’s civil service and public
         administration
85.b     Professional knowledge or expertise required by the position or career track

 85.c    Analytical skills

85.d     Communication skills

85.e     Inter-personal skills and aptitudes

 85.f    Managerial skills and knowledge

 85.g    Computer skills
 85.h    Other
85.h.1   If the answer is 'Other', please describe
         Decision Steps:
       Long-listing
 86    Is long-listing included in the recruitment and selection process?
86.a   Please provide a reference to the relevant provisions of the applicable laws/rules that lay out
       the long-listing procedure
87     In practice, is long-listing actually carried out during the recruitment and selection process?

88     Which of the following agents is involved in the identification of candidates placed on the
       long list? (*in law)
88.a   Central Agent
88.b   Management unit within which the position is located
88.c   HR unit within the management unit within which the position is located
88.d   An external agent with an interest in assuring adherence to professional standards relevant to
       the position in question
88.e   Other




88.f   For each of the agents involved, please specify who the specific agent is:
 89    What type of evidence are considered at the long-listing stage? (*in law)
89.a   CV
89.b   Written answers to specific questions relevant to the position
89.c   Writing samples
89.d   References
89.e   Written tests
89.f   Interviews
89.g   Other (please specify)




       Short-listing
 90    Is short-listing included in the recruitment and selection process?
90.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
       laws/rules that lay out the short-listing procedure
91     In practice, is short-listing actually carried out during the recruitment and selection process?

92     Which of the following agents is involved in the identification of candidates placed on the
       short list? (*in law)
92.a   Central Agent
92.b   Management unit within which the position is located
92.c   HR unit within the management unit within which the position is located
92.d   An external agent with an interest in assuring adherence to professional standards relevant to
       the position in question
92.e   Other




92.f   For each of the agents involved , please specify who the specific agent is:
 93    What type of evidence are considered at the short-listing stage? (*in law)
93.a   CV
93.b   Written answers to specific questions relevant to the position
93.c   Writing samples
93.d   References
93.e   Written tests
93.f   Interviews
93.g   Other (please specify)




94     Is there a formal set of rules and/or guidelines specifying criteria for ranking long-listed
       candidates?
94.a   If, yes please explain and provide a reference to the relevant provisions of the applicable
       laws/rules




95     Is there a formal set of rules designed to ensure that any short-listed candidate satisfies a
       minimum level of qualification, which is significantly higher than those for long-listed
       candidates?
95.a   If yes, please explain and provide a reference to the relevant provisions of the applicable
       laws/rules




       Final Selection
96     Which of the following agents is involved in the final selection of candidate(s)? (*in law)

96.a   Central Agent
96.b   Management unit within which the position is located
96.c   HR unit within the management unit within which the position is located
96.d   An external agent with an interest in assuring adherence to professional standards relevant to
       the position in question
96.e    Other




96.f    For each of the involved agents, please specify who the specific agent is:
 97     What type of evidence are considered at the final selection stage? (*in law)
97.a    CV
97.b    Written answers to specific questions relevant to the position
97.c    Writing samples
97.d    References
97.e    Written tests
97.f    Interviews
97.g    Other (please specify)




 98     If final selected candidate is not the highest ranked candidate on the short list, which of the
        following actions is required?




98.a    Please provide a reference to the relevant provisions of the applicable laws/rules
        Equal Opportunity for Employment
 99     Is equitable representation (a.k.a. equal opportunity for employment) a policy objective for
        civil service cadre?
 100    Which of the following are used to promote equitable representation ?
100.a   Pre-service training programs targeted at under-represented groups (to improve their
        qualifications)
100.b     Marketing or advertising of positions and career opportunities targeted at under-represented
          groups
100.c     Extra career development support for staff from under-represented groups
100.d     In-service training programs giving preference to staff from under-represented groups

100.e     Preference given to candidates from under-represented groups in selection decisions (e.g.,
          extra points in any scoring of candidates)
100.f     Budget subsidization of salaries of newly hired staff from under-represented groups

100.g     Other organizational rewards to organizational units that recruit staff from under-represented
          groups (e.g., one-off budget infusions)
100.h     Rewards to managers who meet targets for increasing the share of staff from under-
          represented groups (e.g., higher annual performance appraisal ratings)
 100.i    Hiring quotas for under-represented groups
 100.j    Other
100.j.1   If other, please provide a brief explanation
  101     Is empirical evidence being collected on whether equitable representation policies have led to
          compromises on merit-based selection objectives?

101.a     If yes, please specify what kind of evidence is being collected and whether equitable
          representation policies have led to compromises
102     Is evidence being monitored on the extent of equitable representation-based recruitment?

102.a   If yes, please specify what kind of evidence is collected and whether this evidence shows that
        equity-based recruitment objectives are being advanced




        Legal Framework for Disciplinary Procedures
 103    Are grounds for disciplinary actions explicitly specified in the legal framework?
103.a   If the answer is 'Yes', please specify the relevant provisions of the applicable laws/rules that
        specify the grounds for disciplinary actions
 104    Does the legal framework explicitly specify a hierarchy of disciplinary offenses ?
104.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
        laws/rules that specify this hierarchy
 105    Does the legal framework explicitly specify hierarchy of disciplinary actions ?
105.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
        laws/rules that specify this hierarchy
106     Does the legal framework establish the principle that disciplinary actions should be
        proportional to disciplinary offenses ?
106.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
        laws/rules
        Disciplinary Authority of the Immediate Superior
 107      Which of the following disciplinary actions against an employee can be taken by his/her
          immediate
          superior?
107.a     Verbal reprimand (does not enter an employee's personnel file)
107.b     Written reprimand that enters personnel file, but no formal disciplinary sanctions
107.c     Formal disciplinary sanction less severe than dismissal(e.g., temporary reduction or
          suspension of pay, temporary suspension from work with or without pay, temporary or
          permanent reduction in rank, etc.)
107.d     Dismissal
107.e     Other
107.f     If the answer is 'Other', please explain. Also use the space below to provide a reference to the
          relevant provisions of the applicable laws/rules that describe the legal authority of the
          immediate superior
 108      For disciplinary actions that can taken by the immediate superior (as indicated in the question
          above), what are the rules regarding clearance?
 108.a    Verbal reprimand (does not enter an employee's personnel file)
108.a.1   no clearance is needed
108.a.2   no clearance but review
108.a.3   clearance by higher level management within same organization
108.a.4   clearance by HR unit within same organization
108.a.5   clearance by central HR entity
108.a.6   not applicable
 108.b    Written reprimand that enters personnel file, but no formal disciplinary sanctions
108.b.1   no clearance is needed
108.b.2   no clearance but review
108.b.3   clearance by higher level management within same organization
108.b.4   clearance by HR unit within same organization
108.b.5   clearance by central HR entity
108.b.6   not applicable
 108.c    Formal disciplinary sanction less severe than dismissal
108.c.1   no clearance is needed
108.c.2   no clearance but review
108.c.3   clearance by higher level management within same organization
108.c.4   clearance by HR unit within same organization
108.c.5   clearance by central HR entity
108.c.6   not applicable
 108.d    Dismissal
108.d.1   no clearance is needed
108.d.2   no clearance but review
108.d.3   clearance by higher level management within same organization
108.d.4   clearance by HR unit within same organization
108.d.5   clearance by central HR entity
108.d.6   not applicable
 108.e    Other
108.e.1   no clearance is needed
108.e.2   no clearance but review
108.e.3   clearance by higher level management within same organization
108.e.4   clearance by HR unit within same organization
108.e.5   clearance by central HR entity
108.e.6   not applicable
 108.f    Please provide a reference to the relevant provisions of the applicable rules
          Disciplinary Authority of Top Level Management
 109      Which of the following disciplinary actions against an employee can be taken by the top level
          management within that same organization?
109.a     Verbal reprimand (does not enter an employee's personnel file)
109.b     Written reprimand that enters personnel file, but no formal disciplinary sanctions
109.c     Formal disciplinary sanction less severe than dismissal(e.g., temporary reduction or
          suspension of pay, temporary suspension from work with or without pay, temporary or
          permanent reduction in rank, etc.)
109.d     Dismissal
109.e     Other
109.f     If the answer is 'Other', please explain. Also use the space below to provide a reference to the
          relevant laws/rules that describe the legal authority of the top level management

 110      For disciplinary actions that can taken by top management (as indicated in the question
          above),
          what are the rules regarding clearance?
 110.a    Verbal reprimand (does not enter an employee's personnel file)
110.a.1   no clearance is needed
110.a.2   no clearance but review
110.a.3   clearance by higher level management within same organization
110.a.4   clearance by HR unit within same organization
110.a.5   clearance by central HR entity
110.a.6   not applicable
 110.b    Written reprimand that enters personnel file, but no formal disciplinary sanctions
110.b.1   no clearance is needed
110.b.2   no clearance but review
110.b.3   clearance by higher level management within same organization
110.b.4   clearance by HR unit within same organization
110.b.5   clearance by central HR entity
110.b.6   not applicable
 110.c    Formal disciplinary sanction less severe than dismissal
110.c.1   no clearance is needed
110.c.2   no clearance but review
110.c.3   clearance by higher level management within same organization
110.c.4   clearance by HR unit within same organization
110.c.5   clearance by central HR entity
110.c.6   not applicable
 110.d    Dismissal
110.d.1   no clearance is needed
110.d.2   no clearance but review
110.d.3   clearance by higher level management within same organization
110.d.4   clearance by HR unit within same organization
110.d.5   clearance by central HR entity
110.d.6   not applicable
 110.e    Other
110.e.1   no clearance is needed
110.e.2   no clearance but review
110.e.3   clearance by higher level management within same organization
110.e.4   clearance by HR unit within same organization
110.e.5   clearance by central HR entity
110.e.6   not applicable
 110.f    Please provide a reference to the relevant provisions of the applicable rules
  111     Which of the following disciplinary actions are subject to redress?
 111.a    Verbal reprimand (does not enter an employee personnel file)
 111.b    Written reprimand that enters personnel file, but no formal disciplinary sanctions
 111.c    Formal disciplinary sanction less severe than dismissal(e.g., temporary reduction or
          suspension of pay, temporary suspension from work with or without pay, temporary or
          permanent reduction in rank, etc.)
111.d     Dismissal
111.e     Other
111.f     If the answer is 'Other', please explain. Also use the space below to provide a reference to the
          relevant provisions of the applicable laws/rules that subject disciplinary actions to redress

          Code of Ethics and Asset Declaration
 112      Does a code of ethics exist and cover civil servants?
112.a     Please provide a reference to the relevant provisions of the applicable laws/rules
 113      Do asset declarations requirements exist for the following groups of civil servants and
          members of their families ?
113.a     Civil servants with managerial responsibilities
113.b     Spouses of civil servants with managerial responsibilities
113.c     Children of civil servants with managerial responsibilities
113.d     Civil servants with fiduciary responsibilities
113.e     Spouses of civil servants with fiduciary responsibilities
113.f     Children of civil servants with fiduciary responsibilities
113.g     Civil servants with professioanl responsibilities
113.h     Spouses of civil servants with professional responsibilities
113.i     Children of civil servants with professional responsibilities
113.j     Please provide a reference to the relevant provisions of the applicable laws/rules
 114      Do conflict of interest restrictions apply to the following categories of civil servants?civil
          servants?
114.a     Civil servants with managerial responsibilities
114.b     Civil servants with fiduciary responsibilities
114.c     Civil servants with professional responsibilities
114.d     Please provide a reference to the relevant provisions of the applicable laws/rules
          Performance Objectives
 115      Are the organizational units within which civil servants work required to specify their
          objectives in writing ?
115.a     If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
          laws/rules
        Are the organizational units within which civil servants work required to track and report
116     systematic evidence on their progress in achieving those organizational objectives?

        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
116.a
        laws/rules
        How often do the organizational units within which civil servants work provide the following
117     performance information to the Cabinet?

117.a   Data on activities undertaken
117.b   Data on the timeliness with which those activities are completed
117.c   Data on expenditures made on those activities
        Data on the direct outputs (products or services) of those activities
117.d

117.e   Data on the timeliness with which those outputs are delivered
117.f   Data on the cost-effectiveness with which those outputs are produced
117.g   Data on the quality of those outputs
117.h   Data on the impacts of those outputs on the policy and program objectives of the
        organizational unit
        How often do the organizational units within which civil servants work provide the following
118     performance information to their respective Ministers (or equivalents)

118.a   Data on activities undertaken
118.b   Data on the timeliness with which those activities are completed
118.c   Data on expenditures made on those activities
118.d   Data on the direct outputs (products or services) of those activities
118.e   Data on the timeliness with which those outputs are delivered
118.f   Data on the cost-effectiveness with which those outputs are produced
118.g   Data on the quality of those outputs
118.h   Data on the impacts of those outputs on the policy and program objectives of the
        organizational unit
 119    How is performance information summarized for presentation to policy makers?”
119.a   'If the answer is 'Other', please explain
 120    Are policy recommendations, based on the performance information, presented before the
        Cabinet or the Minister to comment/decide upon?

        Performance Appraisal
 121    Are all civil servants subject to the following?
121.a   Please provide a reference to the relevant provisions of the applicable laws/rules
        Does the performance appraisal system for civil servants include criteria based on a civil
        servant’s
122
        compliance with the rules, procedures and policies governing civil servants? *(in-law)

122.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
        laws/rules
123     How important are the following criteria in evaluating performance of civil servants? (*in-
        practice)
123.a   Compliance
123.b   Performance
        In the performance appraisal process, how often is evidence captured relating to the
        following
124
        aspects of civil servants’ contributions to organizational performance? *(in practice)

124.a   Activities undertaken
124.b   Timeliness with which those activities were undertaken?
124.c   Direct outputs (products or services) of those activities
124.d   Timeliness with which those outputs were delivered?
124.e   Cost-effectiveness with which those outputs were produced?
124.f   Quality of those outputs?
124.g   Other, please specify
        In the performance appraisal process, how often is evidence captured relating to the
125     following
        aspects of civil servants’ behavior?
125.a   Collaborative behavior
125.b   Learning-focused behavior
125.c   Ethical behavior
125.d   Results-oriented behavior
125.e   Other, please specify
        Which of the following sources of information are used as input to an annual performance
126
        appraisal? (*in practice)
126.a   Direct supervisors daily oversight of employee’s work
126.b   Employee’s summary of his performance over the period in question
        Feedback from clients (internal or external) of the employee’s work (e.g. project leaders,
126.c
        users of products, etc)
126.d   Feedback from peers
126.e   Feedback from subordinates
        Other,please specify


126.f




 127    Are performance appraisals subjected to review by any of the following agents?
127.a   Next higher level of management within that same organization
127.b   HR unit within that same organization
127.c   Central HR entity
127.d   Other
        If the answer is 'Other', please specify. Also use the space below to provide a reference to the
127.e   relevant provisions of the applicable laws/rules


        Is there a written record for each civil servant's performance appraisal? (*in practice)
128
          Does a civil servant have an opportunity to review and comment on the written performance
 129
          appraisal? (*in law)
129.a     Please provide a reference to the relevant provisions of the applicable laws/rules
          If the answer to question number 129 is 'Yes', is this opportunity afforded to civil servants in
 130
          practice?
130.a     If the answer is not 'Always', please give a brief explanation
          If the answer to question number 129 is 'Yes', are these comments included in the written
 131
          appraisal record? *(in practice)
131.a     Please describe if any exceptions can be made
 132      Does a civil servant have a right to view his performance appraisal records?
          If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
132.a
          laws/rules that confer such right
          Performance-related Pay (PRP) Practices
          Which, if any, of the following performance-related-pay (PRP) policies authorize linking pay
 133
          increments to performance? (*in law)
133.a     Individual one-off performance bonuses
133.b     Individual performance-based permanent pay increments
133.c     Individual promotions
133.d     Group-based PRP awards based on group performance
          If the answer to any of the sub-sections of the question is 'Yes', please provide a reference to
133.e
          the relevant provisions of the applicable laws/rules
          Which, if any, of the following performance-related-pay (PRP) practices are employed to link
 134      pay
          increments to performance? (*in practice)
134.a     Individual one-off performance bonuses
134.b     Individual performance-based permanent pay increments
134.c     Individual promotions
134.d     Group-based PRP awards based on group performance
 135      Are individual PRP awards based on annual performance appraisal ratings?
135.a     If no, please explain what the PRP awards are based on
          What specific caps, if any, are being used within individual organizational units to limit the
 136
          total number and/or cost of PRP awards?
          Caps on the number or percentage of staff in each organizational unit that can be assigned a
136.a
          PRP award in any given year
          Caps on the total expenditures on PRP awards within each organizational unit in any given
136.b
          year
 136.c    Other
136.c.1   If the answer is 'Other', please explain.
  137     If caps are used, what are their magnitude:
 137.a    As a percentage of staff
 137.b    As a percentage of the wage bill
          Promotions and Transfers Procedures and Practices
          Promotions
 138      Which of the following promotions procedures are allowed?
138.a     Screening of an individual candidate without competition from other candidates
138.b     Internal competition (only internal candidates are eligible)
138.c     External/open competition (both internal and external candidates are eligible)
138.d   Other
        If the answer is 'Other', please specify constraints on eligibility of candidates to be considered
        for promotion. Also use the space below to provide a reference to the relevant provisions of
        the applicable laws/rules that prescribe the promotion procedure




138.e




        In the most recent full calendar year, approximately what percentage of promotions were
139     decided
        under each of these procedures?
139.a   Screening of an individual candidate
139.b   Internal competition
139.c   External/open competition
        Other (same as in the previous question)




139.d




        Data are not collected (please enter "-999" in the box)




139.e




        Promotions Criteria
140     How important is each of the following criteria in promotion decisions for civil servants in
        their early career? (i.e., within the first five years following entry into the civil service)

        Number of years of seniority/experience
140.a
        Annual performance appraisals
140.b

        Qualifications other than years of seniority/experience and performance appraisals (e.g.,
140.c   relevance of education, quality and relevance of experience, relevant knowledge)

        Tests or other structured assessments of particular aptitudes relevant to the new position
140.d   (e.g., tests
        of management style, teamwork abilities, communication skills, etc.)
        Other (please specify)
140.e

141     How important is each of the following criteria in promotion decisions for mid-career civil
        servants?
        (i.e., after at least ten years of civil service employment)
141.a   Number of years of seniority/experience
141.b   Annual performance appraisals
        Qualifications other than years of seniority/experience and performance appraisals (e.g.,
141.c   relevance of education, quality and relevance of experience, relevant knowledge)

        Tests or other structured assessments of particular aptitudes relevant to the new position
141.d   (e.g., tests
        of management style, teamwork abilities, communication skills, etc.)
141.e   Other (please specify)
        Checks on Promotion Decision
        Are numbers of promotions subject to any of the following caps within a given year?
142

        Number of authorized positions at any given grade imposes a limit/ceiling on the number of
142.a   potential promotions to each grade

        Explicit limits/ceilings are placed on the numbers of promotions, either in total or by grade to
142.b   which promotion is made

142.c   Other restrictions
          If the answer is 'Other restrictions', please specify




142.c.1




 143      Who can propose a promotion?
143.a     The candidate himself (e.g. by applying for a higher ranking position)
143.b     Immediate superior of the candidate for promotion
143.c     Head of the organization within which the candidate for promotion exists
143.d     HRM unit of the organization within which the candidate for promotion exists
143.e     A central HRM unit
143.f     Other, please specify
          Which of the following agents proposed the highest (1), second highest (2), etc. share of the
 144
          overall number of promotions, in the most recent full calendar year?
          The candidate himself (by applying for a higher ranking position)
144.a

          Immediate superior of the candidate for promotion
144.b

144.c     Head of the organization within which the candidate for promotion exists
144.d     HRM unit of the organization within which the candidate for promotion exists
          A central HRM unit
144.e

 144.f    Other (same as in the previous question)
        Is there a threshold, identified by some grade, rank or level, at which promotions decisions
        require
        more extensive clearance procedures?
145




        If yes, please identify the threshold (grade, rank or level) and total number of grades, ranks or
        levels that exist in the salary structure




145.a




        In case there is no threshold, whose clearance is required for promotions decisions?
146

        Immediate superior of the post-promotion position
146.a

        Head of the organization within which the post-promotion position exists
146.b


146.c   HRM unit of the organization within which the post-promotion position exists
        A central HRM unit responsible for ensuring that the rules and objectives of the legal
        framework governing the management of the civil service are satisfied
146.d


146.e   A central unit responsible for ensuring fiscal sustainability of the wage bill
        Other
146.f


        If the answer is 'Other', please specify.Also use the space below to provide a reference to the
146.g   relevant provisions of the applicable laws/rules that prescribe the clearance requirments for
        promotion
        In case there is a threshold, who must approve promotion above and below the threshold?
147

147.a   Immediate superior of the post-promotion position
147.b   Head of the organization within which the post-promotion position exists
147.c   HRM unit of the organization within which the post-promotion position exists
        A central HRM unit responsible for ensuring that the rules and objectives of the legal
147.d
        framework governing the management of the civil service are satisfied
147.e   A central unit responsible for ensuring fiscal sustainability of the wage bill
147.f   Other
        If the answer is 'Other', please specify. Also use the space below to provide a reference to the
        relevant provisions of the applicable laws/rules that prescribe the clearance procedures
        below and above the threshold

147.g




        Stability of the Highest Ranking Civil Servant
        Can the highest ranking civil servants, in any given entity, who report directly to either a
148     politician
        or a politically appointed official be removed without cause by their superior?
148.a   Please provide a reference to the relevant provisions of the applicable laws/rules
        If such a removal occurs what would happen to the following rights of that highest ranking
149     civil
        servant within a given entity?
        Seniority/tenure

149.a
        Grade/rank

149.b



149.c   Pay/remuneration
        Pension

149.d



149.e   Please provide a reference to the relevant provisions of the applicable laws/rules
        If such a removal occurs would that highest ranking civil servant retain a right for another
150     position
        within the civil service?
150.a   Please provide a reference to the relevant provisions of the applicable laws/rules
        Working Relationships with other Cadres
        Are there written rules defining differences in roles, responsibilities, authority and
151
        accountabilities between civil servants and each of the following cadres?
        Political appointees
151.a

        Public service provision professionals
151.b

        Contract personnel
151.c

151.d   Please provide a reference to the relevant provisions of the applicable laws/rules
 152    Is there a forum within which civil servants within the top two ranks of the civil service meet
        on a regular basis with political appointees to discuss work issues and how they can
        effectively work with each other?
        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
152.a
        laws/rules
153     How frequently does this forum meet?
        Are politically appointed officials required to provide input to the formal annual performance
154     appraisals of civil servants with whom they work directly?

        If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
154.a
        laws/rules
155     Do civil servants have a formal mechanism through which they can provide feedback on the
        performance of the politically appointed officials with whom they work directly? (i.e. a formal
        feedback
        mechanism to the public officials to whom those politically appointed officials directly
        report.)

155.a   If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
        laws/rules
II    Organizational Capacities
      Background
1     Please specify country's name
      Policy-setting Agents' Capacity
2     Please provide name(s) of the policy-setting agent(s) in your country
      During the most recent full fiscal year, how much of the budget for the policy-setting agent(s),
3     expressed as a % of total remuneration expenditures, was spent on staff training?

      During the most recent full fiscal year, what was the cost of externally financed staff training
      (i.e.,
4     the training that was financed from sources other than the budget), expressed as a % of total
      remuneration expenditures for the policy-setting agent(s)?

      During the most recent full fiscal year, how much of the training provided to staff of the
5     policysetting
      agent(s) focused on:
5.a   Professional knowledge and skills (e.g. economics, law, engineering, etc.)
      Operation of your public administration’s HR systems, including rules and procedures
5.b

5.c   Rules and procedures governing country’s public administration
5.d   General HRM knowledge and skills
5.e   Analytical skills
5.f   IT skills
5.g   Communication skills
5.h   Interpersonal skills
5.i   Managerial skills and knowledge
      During the most recent full fiscal year, how much money was budgeted for the policy-setting
6     agent(s) in the following categories of expenditure (in thousands of domestic currency units):

6.a   Compensation of employees (GFS code 21)
      Use of goods and services (GFS code 22)
6.b

      During the most recent full fiscal year, how much money was actually expended by the policy-
      setting
7
      agent(s) in the following categories of expenditure (in thousands of domestic currency units):

      Compensation of employees (GFS code 21)
7.a

      Use of goods and services (GFS code 22)
7.b

      To what extent does the policy-setting agent(s) rely on the following technologies in its daily
8
      operations and business processes?
      Manual or paper-based records/processes
8.a

      IT-based records/processes
8.b

8.c   Other, please specify
       In order to fulfill its functions, a policy-setting agent(s) requires various types of information.
 9     Which of the following legal instruments require organizational units to provide the policy-
       setting agent the information that it needs?
9.a    Reporting obligation imposed in a law or the Constitution
       Reporting obligation imposed in subsidiary legislation issued by Cabinet/Council of Ministers
9.b

       Reporting obligation imposed through a legal instrument subsidiary to a Cabinet action
9.c

9.d    Other source of authority, please specify
       Please provide a reference to the relevant provisions of applicable laws/rules




9.e




       Are these reporting requirements mandatory?




10




10.a   Please provide a reference to the relevant provisions of the applicable laws/rules
       Does the regulatory framework define any sanctions for not meeting information
11
       requirements?
       If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
11.a
       laws/rules
       How frequently are each of the following devices used to facilitate reporting by organizational
12
       units to the policy-setting agent(s)?
       Standardized electronic reporting forms/templates
12.a

       Standardized paper reporting forms/templates
12.b

       Reporting guidelines without standardized forms/templates
12.c

       Specific requests for particular information
12.d

12.e   Other, please specify
       Oversight Agents' Capacity
13     Please provide name(s) of the oversight-agent(s) in your country:
       During the most recent full fiscal year, how much of the budget for oversight agent(s),
14     expressed as a % of total remuneration expenditures, was spent on staff training?

       During the most recent full fiscal year, what was the cost of externally financed staff training
       (i.e., the training that was financed from sources other than the budget), expressed as a % of
15
       total remuneration expenditures for the oversight agent(s)?

       During the most recent full fiscal year, how much of training provided to staff of the oversight
16     agent
       (s) focused on :
16.a   Professional knowledge and skills (e.g. economics, law, engineering, etc.)
       Operation of your public administration’s HR systems, including rules and procedures
16.b

16.c   Rules and procedures governing country’s public administration
16.d   General HRM knowledge and skills
16.e   Analytical skills
16.f   IT skills
16.g   Communication skills
16.h   Interpersonal skills
16.i   Managerial skills and knowledge
       During the most recent full fiscal year, how much money was budgeted for the oversight
17     agent(s) in the following categories of expenditure (in thousands of domestic currency units):

       Compensation of employees (GFS code 21)
17.a

17.b   Use of goods and services (GFS code 22)
       During the most recent full fiscal year, how much money was actually expended for the
       oversight
18
       agent(s) in the following categories of expenditure (in thousands of domestic currency units):

18.a   Compensation of employees (GFS code 21)
18.b   Use of goods and services (GFS code 22)
       To what extent does the oversight agent(s) rely on the following technologies in its daily
19     operations
       and business processes?
       Manual or paper-based records/processes
19.a

       IT-based records/processes
19.b

       Other (please specify)
19.c

       In order to fulfill its functions, an oversight agent(s) requires various types of information.
       Which
20     legal instruments requires organizational units to provide the oversight agent the information
       that it
       needs?
20.a   Reporting obligation imposed in a law or the Constitution
       Reporting obligation imposed in subsidiary legislation issued by Cabinet/Council of Ministers
20.b

       Reporting obligation imposed through a legal instrument subsidiary to a Cabinet action
20.c

20.d   Other source of authority, please specify
20.e   Please provide a reference to the relevant provisions of applicable laws/rules
       Are these reporting requirements mandatory?




21




21.a   Please provide a reference to the relevant provisions of the applicable laws/rules
       Does the regulatory framework define any sanctions for not meeting information
22
       requirements?
       If the answer is 'Yes', please provide a reference to the relevant provisions of the applicable
22.a
       laws/rules
       How frequently are each of the following devices used to facilitate reporting by organizational
23     units
       to the oversight agent(s)?
       Standardized electronic reporting forms/templates
23.a
       Standardized paper reporting forms/templates
23.b

       Reporting guidelines without standardized forms/templates
23.c

       Specific requests for particular information
23.d

23.e   Other, please specify
       Management Agents' Capacity
       Who directly manages civil servants?


24




24.a   Other (please specify)
 25    Please provide name(s) of management agents in your country:
       During the most recent full fiscal year, how much of the budget for the management agent(s),
26     expressed as a % of total remuneration expenditures, was spent on staff training?

       During the most recent full fiscal year, what was the cost of externally financed staff training
       (i.e., the training that was financed from sources other than the budget), expressed as a % of
27
       total remuneration expenditures for the management agent(s)?

       During the most recent full fiscal year, how much of training provided to staff of the
28
       management agent(s) focused on :
28.a   Professional knowledge and skills (e.g. economics, law, engineering, etc.)
       Operation of your public administration’s HR systems, including rules and procedures
28.b

28.c   Rules and procedures governing country’s public administration
28.d   General HRM knowledge and skills
28.e   Analytical skills
28.f   IT skills
28.g   Communication skills
28.h   Interpersonal skills
28.i   Managerial skills and knowledge
       Please provide estimates of financial resources that were budgeted for the management
29     agent(s) over the most recent full fiscal year on the following categories of expenditure (in
       thousands of domestic currency units):
29.a   Compensation of employees (GFS code 21)
29.b   Use of goods and services (GFS code 22)
       Please provide estimates of financial resources that were actually expended by the
30     management agent(s) over the most recent full fiscal year on the following categories of
       expenditure (in thousands of domestic currency units):
30.a   Compensation of employees (GFS code 21)
30.b   Use of goods and services (GFS code 22)
       To what extent does the management agent(s) rely on the following technologies in its daily
31     operations
       and business processes?
       Manual or paper-based records/processes
31.a

       IT-based records/processes
31.b

       Other (please specify)
31.c

       How many organizations headed by cabinet members in which civil servants are posted or
32     employed have dedicated Human Resource Management units?

32.a   Number of organizations with dedicated HRM units
32.b   Percentage of organizations with dedicated HRM units
       Redress Agents' Capacity
33     Please provide names of both first and second instance redress agents:
       During the most recent full fiscal year, how much of the budget for the redress agent(s),
34     expressed as a % of total remuneration expenditures, was spent on staff training?

       During the most recent full fiscal year, what was the cost of externally financed staff training
       (i.e., the training that was financed from sources other than the budget), expressed as a % of
35
       total remuneration expenditures for the redress agent(s)?

       During the most recent full fiscal year, how much of training provided to staff of the redress
36
       agent(s) focused on:
36.a   Professional knowledge and skills (e.g. economics, law, engineering, etc.)
       Operation of your public administration’s HR systems, including rules and procedures
36.b

36.c   Rules and procedures governing country’s public administration
36.d   General HRM knowledge and skills
36.e   Analytical skills
36.f   IT skills
36.g   Communication skills
36.h   Interpersonal skills
36.i   Managerial skills and knowledge
       Please provide estimates of financial resources that were budgeted for the management
37     agent(s) over the most recent full fiscal year on the following categories of expenditure (in
       thousands of domestic currency units):
37.a   Compensation of employees (GFS code 21)
37.b   Use of goods and services (GFS code 22)
       Please provide estimates of financial resources that were actually expended by the
38     management agent(s) over the most recent full fiscal year on the following categories of
       expenditure (in thousands of domestic currency units):
38.a   Compensation of employees (GFS code 21)
38.b   Use of goods and services (GFS code 22)
       Case Load: Please provide estimates of the following indicators of the case load handled by
39     the first instance redress agents within the most recent full calendar year:

39.a   Number of cases initiated within the most recent full calendar year
39.b   Number of cases decided within the most recent full calendar year
       Case Dispositions: Please provide estimates of the following indicators of the nature of the
40     decisions redressed by the first instance redress agents within the most recent full calendar
       year:
       Number of decisions that ruled in favor of the civil servant or applicant for a civil service
40.a
       position within the most recent full calendar year
       Percent of decisions that ruled in favor of the civil servant or applicant for a civil service
40.b
       position within the most recent full calendar year
       To what extent does the redress agent(s) rely on the following technologies in its daily
41
       operations and business processes?
       Manual or paper-based records/processes
41.a

       IT-based records/processes
41.b

41.c   Other (please specify)
 III   System Performance
       Background
 1     Country name
 2     Categories of civil servants within the civil service labor regime
2.a    High-level managers
2.b    Middle-level managers
2.c    Professional staff
2.d    Technical staff
2.e    Administrative and clerical staff
2.f    Skilled and semi-skilled manual laborers
2.g    Unskilled workers
       Attracting Staff with Needed Skills
       Is information on the average number of qualified (long-listed) applicants per advertised civil
 3
       service position monitored?
       For what categories of civil servants is this information collected and monitored? (check all
 4
       that apply)
4.a    Total (no breakdowns available by category)
4.b    High level managers
4.c    Middle-level managers
4.d    Professional staff
4.e    Technical staff
4.f    Administrative and clerical staff
4.g    Skilled and semi-skilled manual laborers
4.e    Unskilled workers
 5     With what frequency is this information collected and monitored? (check one)
5.a    Continuously
5.b    Weekly
5.c    Monthly
5.d    Quarterly
5.e    Semi-annually
5.f    Annually
5.g    Irregularly
       What is the value for this indicator for the last two years i.e., the average number of qualified
       (long-listed) applicants per advertised civil service position during the most recent full
 6
       calendar year as well as during the previous full calendar year?

6.a    Value for the most recent full calendar year
6.b    Period covered (from- to)
6.c    Value for the previous full calendar year
6.d    Period covered (from -to)
       What is the value for this indicator for the last two years for entry level civil service positions
       i.e., the average number of qualified (long-listed) applicants per advertised entry level civil
 7
       service position during the most recent full calendar year as well as during the previous full
       calendar year?
7.a    Value for the most recent full calendar year
7.b    Period covered (from- to)
7.c    Value for the previous full calendar year
7.d    Period covered (from -to)
       On average, what percentage of each of the following sets of civil servants have completed at
 8
       least some post-secondary education?
8.a    High-level managers
8.b    Middle-level managers
8.c    Professional staff
8.d    Technical staff
       On average, what percentage of each of the following sets of civil servants have completed a
 9
       post-secondary degree program?
9.a    High-level managers
9.b    Middle-level managers
9.c    Professional staff
9.d    Technical staff
       Retaining Staff with Needed skills
       Is information on average 3-year retention rate for recently recruited civil servants collected
10     and monitored?

11     For what categories of civil servants is this infomation collected and monitored
       Entry-level civil servants
11.a

       Mid-career civil servants

11.b



 12    With what frequency is this information collected and monitored? (check one)
12.a   Continuously
12.b   Weekly
12.c   Monthly
12.d   Quarterly
12.e   Semi-annually
12.f   Annually
12.g   Irregularly
       What is the current/most recent value of this indicator i.e., the average 3-year retention rate
13
       among recently recruited civil servants in the following categories:
13.a   Total (no breakdowns available by category)
13.b   High level managers
13.c   Middle-level managers
13.d   Professional staff
13.e   Technical staff
13.f   Administrative and clerical staff
13.g   Skilled and semi-skilled manual laborers
13.h   Unskilled workers
       How did the the average 3-year retention rate (in percent) among each of these categories of
14     civil servants compare to the previous three-year retention rate for that same category?

14.a   Total (no breakdowns available by category)
14.b   High level managers
14.c   Middle-level managers
14.d   Professional staff
14.e   Technical staff
14.f   Administrative and clerical staff
14.g   Skilled and semi-skilled manual laborers
14.h   Unskilled workers
       Fiscally Sustainable Wage Bill
 15    Please provide the following information
15.a   Wage bill/GDP for civil service
15.b   Wage bill/GDP for general government
15.c   Wage bill/total recurrent expenditures for civil service
15.d   Wage bill/total recurrent expenditures for general government
       Average quarterly turnover rates
16     Is information on average quarterly turnover rates collected and monitored?
       If the answer to Q.16 is a 'Yes', for the most recent three calendar years, please provide the
17
       following data on average quarterly turnover rates for the following:
17.a   Average quarterly turnover rate for civil servants over the full three-year period
       Average quarterly turnover rate for politically appointed officials over the same full three-
17.b
       year period
       Average quarterly turnover rate for civil servants only for quarters in which or immediately
17.c   after which the ruling party or coalition changed within that same three-year period

       Average quarterly turnover rate for politically appointed officials only for quarters in which or
17.d   immediately after which the ruling party or coalition changed within that same three-year
       period
       Average quarterly turnover rate for civil servants only for quarters in which or immediately
17.e   after which the head of Government changed without a change in the ruling party or coalition
       within that same three-year period
       Average quarterly turnover rate for politically appointed officials only for quarters in which or
17.f   immediately after which the head of Government changed without a change in the ruling
       party or coalition within that same three year period
       Average quarterly transfer rates
18     Is information on average transfer rates collected and monitored?
       If the answer to Q.18 is a 'Yes', for the most recent three calendar years, please provide the
19     following data on average quarterly transfer rates among civil servants for the following:

19.a   Average quarterly transfer rate for civil servants over the full three-year period
       Average quarterly transfer rate for civil servants only for quarters in which or immediately
19.b   after which the ruling party or coalition changed within that same three-year period

       Average quarterly transfer rate for civil servants only for quarters in which or immediately
19.c   after which the head of Government changed without a change in the ruling party or coalition
       within that same three-year period
       Performance Appraisal Practices and their Consequences
 20    Is information on formal annual performance appraisals collected and monitored?
 21    For what categories of employees is this information collected and monitored?
21.a   Total (no breakdowns available by category)
21.b   High level managers
21.c   Middle-level managers
21.d   Professional staff
21.e   Technical staff
21.f   Administrative and clerical staff
21.g   Skilled and semi-skilled manual laborers
21.h   Unskilled workers
       What is the current/most recent value of this indicator i.e., the percentage of civil servants in
22     the following groups who received a formal annual performance appraisal during the most
       recent round of annual performance appraisals?
       Average for civil service
22.a

       High level managers
22.b

       Middle-level managers
22.c

       Professional staff
22.d

       Technical staff
22.e
       Administrative and clerical staff
22.f

       Skilled and semi-skilled manual laborers
22.g

       Unskilled workers
22.h

       How many performance rating scoring options are permitted on the annual performance
23     appraisal form?

       During the most recent round of annual performance appraisals of civil servants, what % of
24
       civil servants received each of the following possible ratings?
24.a   Percent receiving highest possible rating:
24.b   Percent receiving second highest possible rating:
24.c   Percent lowest possible rating:
24.d   Percent second lowest possible rating
       Absenteeism
 25    Is information on absenteeism rates collected and monitored?
 26    With what frequency is this information collected and monitored
26.a   Continuously
26.b   Weekly
26.c   Monthly
16.d   Quarterly
26.e   Semi-annually
26.f   Annually
26.g   Irregularly
 27    For what categories of employees is this information collected and monitored?
27.a   Total (no breakdowns available by category)
27.b   High level managers
27.c   Middle-level managers
27.d   Professional staff
27.e   Technical staff
27.f   Administrative and clerical staff
27.g   Skilled and semi-skilled manual laborers
27.h   Unskilled workers
       What is the current/most recent value of this indicator i.e., during the most recent quarter for
       which estimates are available, what were average absenteeism rates (in percentages) among
28
       civil servants across the following types of civil service positions?

28.a   Total (no breakdowns available by category)
28.b   High level managers
28.c   Middle-level managers
28.d   Professional staff
28.e   Technical staff
28.f   Administrative and clerical staff
28.g   Skilled and semi-skilled manual laborers
28.h   Unskilled workers
 E     Ethical Behavior by Civil Servants
       Is information on the percentage of civil servants who are disciplined with a disciplinary
29
       action recorded in their personnel file monitored regularly?
 30    With what frequency is this information collected and monitored?
30.a   Continuously
30.b   Weekly
30.c   Monthly
30.d   Quarterly
30.e   Semi-annually
30.f   Annually
30.g   Irregularly
 31    For what categories of employees is this information collected and monitored?
31.a   Total (no breakdowns available by category)
31.b   High level managers
31.c   Middle-level managers
31.d   Professional staff
31.e   Technical staff
31.f   Administrative and clerical staff
31.g   Skilled and semi-skilled manual laborers
31.h   Unskilled workers
       What is the current/most recent value of this indicator; i.e., during the most recent full
       calendar year, what percentage of civil servants in each of the following categories were
32
       disciplined were disciplined with a disciplinary action recorded in their personnel file?

32.a   Total (no breakdowns available by category)
32.b   High level managers
32.c   Middle-level managers
32.d   Professional staff
32.e   Technical staff
32.f   Administrative and clerical staff
32.g   Skilled and semi-skilled manual laborers
32.h   Unskilled workers
       During the most recent full calendar year, what percentage of civil servants in each of the
33
       following categories were dismissed for disciplinary reasons?
33.a   Total (no breakdowns available by category)
33.b   High level managers
33.c   Middle-level managers
33.d   Professional staff
33.e   Technical staff
33.f   Administrative and clerical staff
33.g   Skilled and semi-skilled manual laborers
33.h   Unskilled workers
 F     Working Relationships with Other Cadres
       No indicators currently included for this section
 G     Redress
       Redress timeliness: What is the average length of time between the filing of a grievance by a
34     civil servant and a decision being issued by the first instance redress agent?
34.a   Number of days
       Redress appeals: Please provide estimates of the following indicators relating to appeals of
35     decisions of the first instance redress agents within the most recent full calendar year:

       Number of first instance decisions that were appealed to a second instance redress agent
35.a
       within the most recent full calendar year
       Percent of such appeals in which the first instance redress agent's decision was upheld
35.b

       Percent of such appeals in which the second instance redress agent's decided in favor of the
35.c
       civil servant
Guatemala   Paraguay   Peru   Ghana   Tanzania   Tajikistan




     Yes      Yes      Yes     Yes      Yes         Yes
                              En base a las                                                      The Public Service
                            consideraciones                                                      Act, No. 8 of 2002
                               previamente                                                        - Part one-
                         descriptas, se puede                                                        preliminary
                               decir que el                                                     provisions;and Part
                         Régimen posee una                                                         II; 2.Public
                               Ley especial                                                     Service Regulations,
                             individualizada                                                        2003 (p. 12);       Civil Service Law Of
                          como Ley 1626/00                                                      Government Notice       Tajikistan governed
                             “De la Función                                  1.The 1992          No. 168 published      CS legal framework;
                          Pública”. Dicha Ley                              Constitution of       on 20/6/2003; and       legal status of civil
                          crea la Institución                             Ghana (Chapters       Government Notice          servants; social
                               denominada                                   14,18 and 24)          No. 169 on the        guaranties etc. CS
                           “Secretaría de la                             2.The Civil Service       “public service      legal framework are
                           Función Pública”                              Law, 1993 (PNDCL         scheme” (p. 89)          governed by the
                         que esta a cargo del                             327) 3.The Civil          published on        following regulatory
                           cumplimento del                              Service Act and Civil   20/6/2003 stipulate     legal acts: " Statute
                          Marco Legal. Dicho    Constitution: Public      Serive (Interim)         that: “Public         of Competition for
                            Marco Legal se       career is for public   Regulations (1960)       service means the            the Vacant
Constitución Política          encuentran       servants and not for      3.Guidelines on             system or          Administrative Civil
  de la República.       complementariamen          government           Appointments and           organization         Service Positions” ,
Ley de Servicio Civil,        te, por la Ley        employees in         Promotions in the        entrusted with a            "Statute of
  Decreto 1748 del            508/94 “De la       political or trust    Ghana Civil Service       responsibility or      Attestation of Civil
   Congreso de la              Negociación       positions. (Art. 40)      2nd ed.-OHCS,           overseeing the        Servants", "Statute
    República de             Colectiva en el        Leg. D. 276:            Auguxt 2001.        provision or directly      of Civil Service
   Guatemala y su           sector Público”        Regulates the            4.Ghana Civil           providing the        Personnel Reserve"
    Reglamento,            establece normas           structure,          Service-Code of        general public with       and other acts.
       Acuerdo             especiales para la        admission,          Practie for Human        what they need            Moreover, Civil
Gubernativo 18-98.        negociación de los         promotion,         Resource Managers        directly from their     Service actions are
     Regula las          acuerdos colectivos     obligations, rights       in MDAs-OHCS         government or any          based on Labor
 relaciones entre la        de trabajo en el      and prohibitions,       5.Administartive      other institution on      Code of Tajikistan
   Administración         sector público y la   disciplinary system,    Instructions- Ghana         behalf of the        and administrative
    Pública y sus            Ley N° 213/93       end of the career,         Civil Services,        government as             subordinate
     servidores.         Código del Trabajo,       among others.         OHCS, June 1999.       permissible by laws           legislation.

 Hybrid (mixture of         Career-based           Career-based            Career-based            Career-based
  the above two)               system                 system                  system                  system                   Other
                        Si bien la Ley N°
                       1626/00 establece
                         que el Sistema
                      vigente debe ser el
                        de la Carrera, sin
                      embargo, dicha Ley                                  1The 1992
                          no cuenta con                                  Constitution of
                         reglamentación                                Ghana (Chapters
                          específica por                                14, 18 and 24)                                   According to "
                             Decreto,                                2The Civil Service                                     Statute of
                       especialmente en                               Law, 1993 (PNDCL                                Competition for the
                       cuanto al art. 33°.                               327) 3Civil                                          Vacant
                         Por otra parte,                             Service Act and Civil                            Administrative Civil
                      debido a que no se                               Service (Interim)                               Service Positions”
                          cuenta con un                               Regulations (1960)                              open competition is
                     Sistema homogéneo                                (a.k.a. Ghana Civil                              required for every
                       de Clasificación de                           Service Rules and                                 administrative (or
                      Cargos o escalafón     Constitution: Public     Regulations –OHCS                                 non entry level)
                           para cargos        career is for public     December 2003.)                                vacancy. According
                     administrativos para    servants and not for      4Guidelines on                                to the Statute there
                              toda la            government           Appointments and                               is no other selection
   Es un principio       Administración          employees in          Promotions in the                                procedure in the
fundamental de Ley Pública, sino solo un       political or trust     Ghana Civil Service                               Republic. And all
   de Servicio Civil   sistema de pagos;      positions. (Art. 40)      2nd ed. –OHCS,                                internal candidates
    establecer un     en nuestra opinión         Leg. D. 276:             August 2001.          The Scheme of         as well as external
 procedimiento de      se sigue aplicando       Regulates the            5Ghana Civil        Service for different    ones can apply to a
  oposición para el   un sistema basado            structure,          Service – Code of      staff cadres in the      competition. Also
otorgamiento de los       en el puesto y          admission,          Practice for Human         public service          according this
       puestos,        excepcionalmente           promotion,         Resource Managers           substantiates        Statute nobody has
   instituyendo la      en el sistema de      obligations, rights       in MDAs – OHCS.       beyond doubt that       rights to prevent a
        carrera      Carrera. Un ejemplo       and prohibitions,       6Administrative       the public service in        citizen of the
administrativa. (Art. de ello es que se      disciplinary system,    Instructions –Ghana     Tanzania is largely a      Republic to take
    3 de la Ley de   siguen aplicando las     end of the career,     Civil Service, OHCS,        career-based                part in a
    Servicio Civil)   recategorizaciones        among others.              June 1999.               system.                competition



        Yes                   No                     Yes                     Yes                     Yes                     Да
                                                                                                  i.Tanzania
                                                                                                  Government
                                                                                           Standing Orders, F.
                                                                                             26 and F.30-F.57
                                                                                              (currently under
                                                                       1The 1992                     review)
                         Que el criterio que                          Constitution of           ii.Subsidiary
  La Junta Nacional        aún prima en la                          Ghana (Chapters            Legislation, i.e.
 de Servicio Civil es       Administración                           14, 18 and 24)             Public Service
  el órgano superior     Pública Paraguaya                        2The Civil Service        Regulations, 2003.
que tiene a su cargo        es la Auditoria                        Law, 1993 (PNDCL        Regulations 29-64.
investigar y resolver    Financiera y no de                           327) 3Civil           iii.Public Service
administrativamente              Gestión                          Service Act and Civil    Act, No. 8 of 2002,
   , en apelación, a    propiamente, por lo                         Service (Interim)     sections 23, 24, 25,        The Civil Service
      solicitud del         cual se siguen                         Regulations (1960)            The pieces of       Law of Tajikistan
    interesado, las      aplicando medidas                         (a.k.a. Ghana Civil      legislation provide         provides legal
 reclamaciones que        discrecionales en                         Service Rules and     stringent conditions      protection of a civil
    surjan sobre la          contra de los                         Regulations –OHCS           and procedures       servant. Moreover
 aplicación de la Ley       principios de la                        December 2003.)            which must be           the centralized
   de Servicio Civil.            Carrera                            4Guidelines on              adhered to by       agent in CS – Civil
   Las resoluciones         Administrativa                         Appointments and                disciplinary    Service Department
   dictadas tendrán        Pública que son                          Promotions in the      authorities in order    under the President
      carácter de          corregidas en su                        Ghana Civil Service    to exercise power to     of Tajikistan (CSD) -
      definitivas e         mayoría por el                           2nd ed. –OHCS,          dismiss the public          protects civil
inapelables, excepto          Tribunal de                              August 2001.       servants. The power        servant’ interests.
    en los casos de             Cuentas;                              5Ghana Civil          to dismiss a public     Social Guarantees
 despido, en que al      concluyéndose que                          Service – Code of      servants cannot be      for the Civil Servant
    agotarse la vía     las protecciones del                       Practice for Human       exercised unless a     are described in the
  administrativa, los    debido proceso se                        Resource Managers         disciplinary charge       Section 4 of the
   apelante pueden            aplican solo                           in MDAs – OHCS.       is preferred against       Civil Service Law
acudir ante las salas     parcialmente y no   Leg. D. 276 Law       6Administrative         the public servant;    (articles 39-41) and
     de Trabajo y             llegan a ser   No. 28175, General   Instructions –Ghana     the public servant is        in the other CS
   Previsión Social.       superiores al del    Law of Public     Civil Service, OHCS,             afforded an        regulatory legal
 (Art. 19 Ley de SC)        sector privado.     Employment              June 1999.                  adequate                 acts.




        Yes                    Yes                Yes                     No                    Yes                        Yes
        Yes                    No                 Yes                     No                 Don't know                    Yes
        Yes                    Yes                Yes                     No                    Yes                        Yes
        Yes                    No                 Yes                     No                    Yes                        Yes
        Yes                    Yes                Yes                     No                    Yes                        Yes
        Yes                    Yes             Don't know                 No                    Yes                        Yes
 Son principios de la        (i)Consideramos                                                       The Public Service
Ley de Servicio Civil:       que se pretende                                                       Regulations, 2003
         Todos los           atraer y retener                                                       (R.11) stipulates
       ciudadanos         capital humano, en                                                            clearly that
     guatemaltecos         base a los artículo                                                        appointment to
   tienen derecho a         20 de la Ley de la                                                     vacant posts other
     optar a cargos          Función Pública.      Leg. D. 276 Law                                  than those which
públicos, que deben           aún el principal     No. 27815.- Ethic                             appointing authority
         otorgarse        atractivo de ocupar      Code for the Civil      The law and the       is the President shall
      atendiendo a          un cargo público        Service Law No.           subsequential       be invited by public
        méritos de       sigue siendo la baja      27588.- Law that       documents do not            advertisement.
        capacidad,           exigencia en los          stipulates         explicitly state the    However, the Public
      preparación,         niveles operativos,      prohibitions and        six best practice             Service
       eficiencia y       frente a una mayor      incompatibilities of    CSM objectives as        (Amendment Act),
 honradez; A igual        exigencia en la alta    officials and public      their objectives.     2007 stipulates that
trabajo prestado en           Administración     servants, and those     However the design          “where a vacant
       igualdad de           Pública. Ante la      serving the State      of the law and the       post occurs in the
      condiciones,              situación de      under any form of             rules and          Service, such post
       eficiencia y      desempleo reinante        contract. In 276,      regulations of the       shall be filled by a
      antigüedad,        en el país un sueldo      only YES for: --      Service have all the    suitable employee in
corresponderá igual        fijo es sumamente       Attract and retain       implications and       the public services
   salario. No debe        atractivo. Por otra   the required human         indicators which      and in the absence        Section 7 of the
   hacerse ninguna          parte, no existen        capital -- GSC        show that the six        of such employee      Civil Service Law of
  discriminación por            políticas de          meritocratic,       objectives are the       consideration shall     Tajikistan - “The
    motivo de raza,      retención de buenos        depoliticized --     intended results of           be given to a       Main Principles”:
  sexo, estado civil,     funcionarios, éstos     Ethical conduct by     the given rules and          suitable person     The main principles
religión, nacimiento,        son atraídos por     public servants In         guidelines.For      outside the service.”    of the Civil Service
   posición social u             una mejor           General Law of       example the Code        (p. 154). Moreover,        are: Non-party
 opiniones políticas.        remuneración y      Public Employment,      of Human Resource         Regulation 12.-(1)           affiliation,
      Fomentar la         estatus en el sector      additionally: --          Management                provides for         transparency,
    eficiencia y dar         privado. (ii) No       GSC focused on           Practice clearly           selection of       professionalism,
     garantía a sus       hemos encontrado          performance --       provides guidelines           applicant for          competence,
  servidores para el          disposiciones o     fiscally sustainable    that work towards       employment in the         stability, merits,
 ejercicio y defensa           principios que             wage                 those ends.          public service on     career mobility etc.


        Yes                      Yes                     Yes                     Yes                     Yes                      Yes
                                                                                              The Constitution of
                                                                                              the United Republic
                                                                                              of Tanzania confers
                                                                                                  powers to the
                                                                                               President to create
                                                                                                Ministries (Article
                                                                                                  36). Using the
                                                                                                powers vested in
 El Presidente de la                                                                            him the President
    República es la                                                                              has created the
 máxima autoridad                                                                                 Public Service
del Servicio Civil, la                                                                           Management as
Oficina Nacional de                                                                               extra-ordinary
 Servicio Civil es el                                                    The Office of the      department in his
  órgano ejecutivo           5.Sugerimos                              Head of Civil Service       office which is
  encargado de la         agregar el órgano                             (OHCS) under the      officially referred to     According to the
aplicación de la Ley     central normativa es                         Civil Service Council     as the President’s     Civil Service Law of
de Servicio Civil y es    la Secretaría de la                             is the dominant     Office-Public Service     Tajikistan and the
 responsabilidad de         Función Pública,                           HRM policy setting      Management (PO-           "Statute of Civil
   los Ministros de       dependiente de la                            agent. Others such     PSM) to ensure that      Service Department
   Estado y de los         Presidencia de la                            as Public Services     the core objectives     under the President
  funcionarios que         República, Poder                           Commission and the       of the Civil Service    of Tajikistan” policy
       dirigen las       Ejecutivo. En cuanto                          Ministry of Finance            law are           setting is assigned
    dependencias             a los objetivos                               and Economic         implemented and           to Civil Service
   incorporadas al        centrales de la ley,                        Planning have other      accomplished. PO-        Department under
régimen de Servicio            su grado de                             specialized aspects       PSM assists the         the President of
    Civil, cumplir y        cumplimiento es      Law No. 28175,        to handle, such as       head of the Public       Tajikistan (CSD)
     hacer que se             parcial con la      General Law of           promotions of        service-cum-Chief       and to the Branch
  cumpla la Ley de            tendencia de     Public Employment.     certain categories of   Secretary in matters         of the Human
Servicio Civil, en sus   aplicación gradual y It creates the Senior     civil servants and    pertaining to public       Resource Policy
      respectivas         progresiva a todos     Council of Public     financial budgeting            service             Adviser to the
dependencias. (Art.        los Organismos y         Employment          and clearance for         management,            President in the
8, 10 y 21 de la Ley          Entidades del        (COSEP) Not              recruitment,         including HRM.         Executive office of
         de SC)                  Estado.           implemented              respectively.     Moreover, the Public        the President.



        Yes                      Yes                  Yes                     Yes                     Yes                      Yes
                            Si, cada entidad                                                        The Public Service
                           pública es creada                                                        Act, No. 8 of 2002
                               por Ley de la                                                      enables the creation
                          Nación, y en cada                                                         and functioning of
                        una de estas leyes o                                                       the Chief Secretary       According to the
                              estatutos se le                                                      (Sections 4) as well     Civil Service Law of
                         atribuye funciones,                                                      as the Public Service      Tajikistan, as well
                               facultades y                                                             Commission            as CS regulatory
                              objetivos a los                                                     (Sections 9-20). The     legal acts: " Statute
                        Agentes. Éstos a su                                                         powers of the two       of Competition for
                              vez, tienen la                                                         entities over the            the Vacant
                          responsabilidad de                                                      management of the         Administrative Civil
                           atribuir las tareas                                                    civil service are well    Service Positions”,
                         del día a día de los                                                     stipulated and there           ""Statute of
  El servidor público   servidores públicos,                                                        is no interference,     Attestation of Civil
    está obligado a             alineados a                                                            ambiguities or       Servants", "Statute
prestar sus servicios            objetivos          The day-to-day                                 conflicting clauses.       of Civil Service
   o a ejecutar una          institucionales.       management is            While the OHCS            Moreover the         Personnel Reserve"
obra personalmente       Ahora bien, debido       carried out by the           manages the             powers of the        and also according
   a cambio de un       a la falta de Manual     Offices of Personnel      environment made         President over the     to the regulations of
    salario, bajo la         de Funciones y         or the one that         up of Civil Service      civil servants are          civil agents
       dirección         Perfiles en algunos     takes its position, in    MDAs, the day –to-     well spelt out in the         themselves -
    continuada del            Organismos y       accordance with the      day management of         constitution of the      responsibility for
 representante de la          Entidades del             Rules of          the work of the staff     United Republic of            day-to-day
     dependencia,               Estado, los        Organization and        and the institutions      Tanzania (Article        management is
entidad o institución      funcionarios aún        Functions of the         themselves are in          36.). All public       assigned to civil
  donde presta sus         dependen de las       entity. The National        the hands of the        servants serve at           agents. The
  servicios y bajo la       instrucciones de     Institution for Public            Chief           the pleasure of the      regulations of civil
  subordinación del      trabajo que reciban        Administration            Directors/Chief         President of the         agents clearly
   funcionario o su       de sus superiores.      (deactivated years       Executives and the       United Republic of     define functions and
representante. (Art.       Inclusive existen      ago) used to issue      management teams        Tanzania. Moreover         responsibility for
 4 de la Ley de SC y    instituciones que no       norms about the           in each Ministry,      the Public Service            day-to-day
  Art. 1 Reglamento          cuentan con un        functions of the          Department and              Negotiation       management of civil
   de la Ley de SC)            organigrama        Personnel Offices.      Civil Service Agency.         (Negotiation       servants of this unit.




        Yes                      No                      Yes                      Yes                     Yes                      Yes
                             Existen aun
                         superposición de
                          funciones entre
                       diferentes agentes
                       del sector público.
                             Ejemplo, la
                       Secretaría Técnica
                          de Planificación
                        dependiente de la
                         Presidencia de la
                         Republica con La
                         Subsecretaría de                                                The principal and
                             Economía e                                                      subsidiary
                            Integración,                                                     legislation           Generally the
                         dependiente del                                                governing CSM in       response is positive
                            Ministerio de                                               Tanzania, namely        because all the civil
                       Hacienda. Aunque                                                 the Public Service       agents have their
                       desde mi punto de                                                Act, No. 8 of 2002       own well-defined
                             vista, dicha                                                  and the Public       regulations of day-
                          anomalía no es                                               Service Regulations,    to-day management
                       atribuible al Marco                                             2003 as well as the     of civil servants and
                       Legal propiamente                                               overnment Standing      their responsibilities
                       dicho de la Función                                             Orders, 1994ensure       aren’t overlapping.
Es obligación de los    Público, sino más                                                 that there is no      But there are some
 servidores públicos   bien es el resultado      The Offices of                        ambiguity regarding      overlapping in such
acatar las órdenes e      de importantes       Personnel or those The legal framework CSM actions in the         responsibilities of
  instrucciones que        falencias en la       that take their      and rules and     public service. The       two centralized
   les impartan sus    Técnica Legislativa      position in public   regulations are   legislations provide        agents - Civil
       superiores           del Congreso           entities are       unambiguous      clear boundaries as     Service Department
    jerárquicos, de    Nacional. Tampoco       responsible for the  relative to which    well as powers of       and Branch of the
conformidad con la      existe un Digesto          day to day      agency is to take a different authorities     Human Resource
     ley. (Art. 64,     Jurídico Nacional,       management of     given CSM action. in the public service     Policy Adviser to the
numeral 2 de la Ley         que permita          workers in their   Thus ambiguity is domain at different           President of
         de SC)         verificar y corregir         entities            avoided               levels.              Tajikistan..




        Yes                    Yes                    Yes                                       Yes                    Yes
                                                                                                     The organizational
                                                                            •	Responsibility for       structure of the
                                                                          career management         central government
                                                                                   is also            agent responsible
                                                                              unambiguously               for CSM in
                                                                           assigned to agents        Tanzania, namely,     Responsibility for
                                                                          to ensure that when          the President's   career management
                         La Ley de la Función                                  any particular      Office-Public Service of civil servants is
                          Pública atribuye de                             career management          Management (PO-        assigned to the
                          manera inequívoca                                   action has been          PSM) has a full     each agent itself.
                         a la Secretaría de la                               taken there is no     fledged department, There is no third-
                          Función Pública la                               ambiguity as to the       the Department of     party involved to
                          responsabilidad de                               authority to do so.        Human Resource      the process. But it
                             administrar la                               Heads of classes are           Development     must be emphasized
                             carrera de los                               the mangers of staff     (HRD), which issues       that the term
                         servidores públicos.                              career paths in the      policy guidelines on    "career" in Civil
   La promoción a             Además es el                                      Service. For         matters pertaining Service of Tajikistan
  puestos de grado           órgano central                                       example                  to career      means something
 superior puede ser         normativo y las                                 accountants have        development in the     else, because all
   acordada por la            Unidades de                                   the Controller and          public service.          vacant
       autoridad          Recursos Humanos                                Accountant General            Moreover, the      administrative CS
    nominadora a         de las Entidades son                                 as their head of        Government has            positions
   solicitud del jefe         las Unidades                                 class. However the              statutory     recruitment is based
       inmediato               Operativas                                 OHCS as the overall            Professional          on an open
  respectivo, previa     Descentralizadas de                                  manager of the              Regulatory          competition.
   notificación a la         la SFP, siendo          The Offices of        environment made          Authorities (PRAs) Recommendation of
 Oficina Nacional de        además órgano           Personnel have          up of Civil Service        which have the        the certifying
    Servicio Civil y       técnico asesor de     certain functions for        MDAs, and is to       mandate to ensure         commission,
 procede cuando los        los Organismos y        its entity and the          ensure that it             continuous         petition of the
  candidatos llenan           Entidades del          General Law of            discharges an       professional training current employer
los requisitos para el      Estado (OEE) en       Public Employment          oversight role in     for the professionals- etc can be just a
     puesto a que         materia de Gestión      assigns COSEP the              addition to            cum-members         plus during the
 asciendan. (Art. 57          de Recursos         work of governing         managing its own           working for the      selection of the
   de la Ley de SC)             Humanos.           entity in the field.        specific class.      public service. The         applicant.



        Yes                      Yes                     Yes                      Yes                      Yes                  Yes
                                           Law No. 28175,                             The principal and
La Ley de Servicio                          General Law of                                 subsidiary
  Civil establece                                Public        The responsibility         legislations
       que es                                Employment.        for the oversight     governing Human
 responsabilidad                               Among the       of the civil service        Resource         The oversight of
 de los Ministros                             functions of         management          Management in           civil service
de Estado y de los                          COSEP are: --           practices to           the public         management
funcionarios que                              "To monitor        ensure that the       service, namely         practices is
     dirigen las                          compliance with      practices achieve      the Public Service    assigned to Civil
  dependencias                              this Law, rules,    the objectives of        Act, No. 8. of           Service
 incorporadas al                           regulations and            the legal       2002 and ensuing         Department
    régimen de                               directives and        framework is          Public Service         under the
   Servicio Civil,                        procedures to be            assigned        Regulations, 2003        President of
 cumplir y hacer                          determined" and      dominantly to the      have enabled the      Tajikistan (CSD),
  que se cumpla                            the referred law         OHCS which          creation of the    more specifically,
 esta Ley, en sus                           covers aspects       reports through         Public Service      to Legal Affairs
    respectivas                              related to the      the Civil Service    Commission (PSC)       Department of
  dependencias.                            consultation --       Council (CSC) to       which, among           CSD. These
(Art. 10 de la Ley                              "To issue        the Presidency.       other functions,    responsibilities in
       de SC).                                 directives      In certain specific       regulates and        HR Policy are
 Asimismo, la LSC                            governing the         areas such as       ensures that the     assigned also to
 establece que la                         personnel system        promotions of           civil service       the Branch of
    ONSEC es el                                 of public      top management            management        Human Resource
      órgano                                 employment,           (Director and         practices are     Policy Adviser to
 encargado de la      El artículo 96 de        monitor its        Chief Director)        carried out in     the President in
 aplicación de la    la función publica implementation,          the oversight is         professional        the Executive
Ley (Art. 21) y su   en sus incisos f, g, enforcement and        provided by the        manner and in          office of the
   Reglamento            h, i j, m y n.      development,               PSC.            consonance to           President.




       Yes                  No                  Yes                    No                    Yes                  Yes
  La Junta Nacional                                                                               The Public Service
 de Servicio Civil es                                                                            Act, No. 8 of 2002,
  el órgano creado                                                                                the Public Service
     por la Ley de                                                                                 Regulation, 2003
      Servicio Civil                                                                               and the Standing
     encargado de                                                                                    Orders for the
       resolver en                                                                              Public Service, 1994
      apelación las                                                                                enable the Public
 reclamaciones que                                                                              Service Commission
    surjan sobre la                                                                             (PSC) in Tanzania to
aplicación de la Ley         Los “servidos                                                           regulate HRM
de Servicio Civil en       público” pueden                                                          practices in the       Under Section 8 of
     las siguientes           solicitar una                                                      public service. The        The Civil Service
        materias:            reparación de                                                        PSC has power to          Law of Tajikistan
    reclutamiento,      agravios. Lo pueden                                                       receive and act on        and according to
        selección,      hacer interponiendo                                                        appeals from the       the «Statute of Civil
   nombramiento,             un recurso de                                                        decisions of other      Service Department
      asignación o          revisión ante la                                                         delegates and        under the President
   reasignación de              autoridad                               Redress is assigned           disciplinary             of Tajikistan”
 puestos, traslados,       inmediatamente         Law No. 28175,              to several              authorities.                redress
    suspensiones,       superior que genero       General Law of       centralized agencies          Moreover, the         responsibilities are
       cesantías y               el acto       Public Employment.         in a hierarchical         Commission for          assigned to CSD.
destituciones. (Art.      administrativo de       Law No. 28175         appeal system. The       Human Rights and                Also if an
19, numeral 6 de la     GSC cuyo contenido        establishes the         redress process         Good Governance          administrative unit
    Ley de SC). El       lo agravió violando      Senior Court of        starts in the MDA       (Ombudsman) has           or a civil servant is
    articulo 11 del           disposiciones    Public Employment,          and if needed          power for redress          not satisfied the
  Reglamento de la      legales referentes a      which ultimately      appeals cab be filed    (Act, No.3 of 2000).        complainant can
    Organización y       la Función Pública.   hears appeals in the     before OHCS, CSC,            Moreover the             address to the
   Funcionamiento            Luego pueden        Executive Power          PSC and CHRAJ.            President of the        Branch of Human
Interno de la Junta          recurrir dicha    against acts relating   The redress process        United Republic of         Resource Policy
Nacional de Servicio      resolucion ante el    to access, exit and    is also allowed to go         Tanzania has             Adviser to the
 civil, que establece          Tribunal de       remunerations of      the law courts if the    appelate Jurisdiction        President in the
que las resoluciones       Cuentas, que es         public sector        aggrieved person is      for all civil servants    Executive office of
        deben ser           Independiente.          employees.           still not satisfied.    (Public Service Act,         the President.



 The redress agent
independent of any The redress agent                        The redress agent The redress agent The redress agent
 agents exercising independent of any                      independent of any independent of any independent of any
<I><B>both</B> agents exercising The redress agent is agents exercising        agents exercising   agents exercising
</I> policy setting both policy setting independent of the both policy setting both policy setting both policy setting
  and civil servant  and civil servant   agents exercising   and civil servant  and civil servant   and civil servant
   management         management           policy setting     management         management          management
     authority          authority            authority          authority          authority           authority
                          En caso de que el
  La Ley de Servicio     acto administrativo
  Civil creó la Junta     no sea revocado
Nacional de Servicio     ante el organo que
   Civil, órgano de     lo genero, el servido
     apelación que        público entonces
investiga y resuelve      puede recurrir al
administrativamente            Tribunal de
  las reclamaciones     Cuentas, y en grado
   que surjan de la       de apelación a la
aplicación de la Ley       Sala Penal de la
   de Servicio Civil.    Corte Suprema de
  (Arts. 9 y 19 de la    Justicia quienes en
    Ley de SC). El       dicho orden tienen         Law No. 28175,
    articulo 11 del          la facultad de          General Law of
  Reglamento de la      verificar la legalidad   Public Employment.
    Organización y            de los actos         It states that the
   Funcionamiento        administrativos de         "Senior Court of
 Interno de la Junta     GSC generados por        Public Employment
Nacional de Servicio          la autoridad         is independent in
 civil, que establece    administrativa. Así         carrying out its
que las resoluciones    mismo, y en el caso         duties" (Art. 28)
        deben ser               que acto         The members of the                                See the Public
    adoptadas por        administrativo que         Senior Court are                            Service Act,No. 8 of
    mayoría de sus      se pretende revocar          appointed after     The law and the         2002, Sections 9-      Civil Service
  miembros y tiene           emane de un          public tender. It is      rules and              20. The Public       Department under
       carácter de               sumario         stated that they are regulations explicitly   Service Commission       the President of
definitivas, salvo en     administrativo, el         removed for a     assign responsibility        as the major        Tajikistan
      los casos de       mismo debió haber           justified cause     for redress and       independent redress      (according by The
    destitución que      sido conducido por        contemplated by assign unambiguous          agent reports to the     Statute of CSD) is
  pueden discutirse       un Juez electo al       Law, however it is       authority for         President. It is not   the major
 ante los Tribunales           azar – para          unclear how this    particular redress       answerable to the      independent redress
      de Trabajo y             asegurar la          independence is     actions to certain         policy setting       agent reporting to
   Previsión Social.       independencia-.             guaranteed.          agencies.          authority (PO-PSM).      the President.




        Yes                     Yes                      Yes                   Yes                     Yes                     Yes
  La Ley de Servicio
  Civil establece que
el interesado deberá                               Law No. 28175,
     sustanciar su                                 General Law of
   reclamación por                              Public Employment.
    escrito, ante el     No existe duda que      It even establishes
     Director de la           los órganos        that the decision of                                                    The Civil Service
 Oficina Nacional de        jurisdiccionales     the Senior Court of                                                    Law of Tajikistan
Servicio Civil, dentro        (Tribunal de       Public Employment      The law and the                                and the “Statute of
  de un término de            Cuentas –en             is the last           rules and                                      Civil Service
 tres días a partir de   primera instancia- y   administrative resort regulations explicitly    The Public Service      Department under
 la notificación de la    la Sala Penal de la   and consequently it assign responsibility       Act, No. 8 of 2002       the President of
resolución recurrida,     Corte Suprema de      may be appealed in       for redress and        delineates and sets    Tajikistan" provide
  quien dará cuenta      Justicia en segunda     the Judicial Power. assign unambiguous         boundaries for the    that all civil servants
inmediatamente a la      y última instancia-)      In other words,         authority for       powers of the Public    can address to CSD
  Junta Nacional de       tienen la potestad       after the Senior     particular redress     Service Commission,       regarding all the
 Servicio Civil. (Art.   de la reparación de     Court the only path actions to certain            the President           Civil Service
80 de la Ley de SC).            agravios.       is the Judiciary one.        agencies           regarding redress.           matters.




  Below average                                                         Below average           Below average           Below average
      ratio               Not applicable          Not applicable            ratio                   ratio                   ratio
  Below average                                                         Below average            Below average          Below average
      ratio               Not applicable           Don’t know               ratio                    ratio                  ratio
  Below average                                                         Below average           Below average           Below average
      ratio               Not applicable           Don’t know               ratio                   ratio                   ratio
  Below average                                                         Below average           Below average
      ratio               Not applicable           Don’t know               ratio                   ratio               Not applicable
  Below average                                                         Below average            Same as the
      ratio               Not applicable           Don’t know               ratio                  average              Not applicable
  Below average                                                         Below average
      ratio               Not applicable          Not applicable            ratio                                       Not applicable
  Below average                                                         Below average
      ratio               Not applicable          Not applicable            ratio                                       Not applicable
                                                 Over 90% but
  Over 95%      Less than 50%   Not applicable    below 95%      Don't know
  Over 95%      Less than 50%     Over 95%         Over 95%      Don't know
  Over 95%      Less than 50%     Over 95%         Over 95%      Don't know

  Over 95%      Less than 50%     Over 95%        Over 95%       Don't know      Not applicable

  Over 95%      Less than 50%     Over 95%        Over 95%       Don't know      Not applicable
Over 90% but
 below 95%      Less than 50%   Not applicable    Over 95%      Not applicable   Not applicable
Over 70%, but
 below 90%      Less than 50%   Not applicable    Over 95%      Not applicable   Not applicable




    Yes              No              Yes             Yes             Yes              Yes
Yes   No   Yes   Yes   Yes   Yes




Yes   No   Yes   Yes   Yes   Yes
Very little or no                                               Very little or no
  incentives             Don't know   Don't know   Don't know     incentives
Very little or no                                               Very little or no
  incentives             Don't know   Don't know   Don't know     incentives
Very little or no                                               Very little or no
  incentives             Don't know   Don't know   Don't know     incentives
Very little or no                                               Very little or no
  incentives             Don't know   Don't know   Don't know     incentives




      No            No      No        Don't know      Yes             No
No    No   No    Don't know   No    Yes


No    No   No    Don't know   No    Yes

Yes   No   Yes      Yes       Yes   Yes




Yes        No       Yes       Yes   Yes

No         No       Yes       Yes   Yes

Yes        No       Yes       Yes   No
Yes        No       Yes       Yes   No
                                     Annual or more   Annual or more
Occasional         Rarely or never      frequent         frequent      Occasional

                                     Annual or more
Occasional         Rarely or never      frequent        Occasional     Occasional




   Yes       Yes         No               Yes              Yes            Yes




   Yes       Yes                          Yes              Yes            Yes

   Yes       No                           Yes              Yes            No

   Yes       Yes                          Yes              Yes            No
 Yes, through an Yes, through an         Yes, through an Yes, through an
integrated payroll integrated payroll   integrated payroll integrated payroll
  and personnel      and personnel        and personnel      and personnel
     system             system               system             system                No
                                                                                  Checked less
Checked at least                        Checked at least   Checked at least     frequently than
each pay period Checked annually        each pay period    each pay period          annually
  Automated       Automated               Automated            Manual               Manual


       Yes                Yes                                                        Yes
       Yes                Yes                                     Yes                No




                                         Annual or more     Annual or more
   Occasional       Rarely or never         frequent           frequent           Occasional
                                                    Annual or more
Occasional      Rarely or never                        frequent          Occasional       Occasional




    Yes              Yes                Yes               Yes               Yes               Yes

    Yes         Not applicable          No           Not applicable          No               No

    Yes               No                No           Not applicable         Yes               Yes




Internal and        External       Internal          External            External         Internal and
  external     candidates added candidates only candidates added candidates added           external
 candidates    only if a qualified              only if a qualified only if a qualified    candidates
                    internal                         internal            internal
                candidate is not                 candidate is not candidate is not
                   identified                       identified          identified
                                                                               According to the
                                                                               «Statute of
                                                                               Competition for the
                                                                               Vacant
                                                                               Administrative Civil
                                                                               Service Positions”
                                                                               an open competition
                                                                               is always required
                                                                               for every vacant
                                                                               Civil Service position
                                                                               in Tajikistan. There
                                                                               are no "internal"
                                                                               and "external"
                                                                               competitions in the
                                                                               Republic, all the
                                                                               vacancies require an
                                                                               open competition.
                                                                               According to this
                                                                               Statute all citizens
                                                                               of the Republic can
                                                                               take a part in a
      Este es el criterio de la                                                competition and
      Secretaría de la          By Law, only internal                          nobody has rights to
      Función Pública           candidates.                                    prevent them.




Yes            Yes                       No                  Yes         Yes           Yes

Yes     Not applicable                   No             Not applicable   Yes            No

Yes             No                       No             Not applicable   Yes           Yes




Yes     Not applicable                   No             Not applicable   Yes           Yes
                  Selection based   Selection based       Selection based   Selection based
Selection based on competition      on competition        on competition    on competition
on seniority from among all         among all             among all         among all
among             internal          internal              internal          internal
candidates        candidates        candidates            candidates        candidates
meeting           meeting           meeting               meeting           meeting
minimum           minimum           minimum               minimum           minimum
qualifications.   qualifications.   qualifications.       qualifications.   qualifications.




                                    Other                                   However, if the
                                    requirements                            selection process
                                    (Article 44,                            produces two
                                    Regulation of the                       best candidates, a
                                                                                                 According to the
                                    Career Law): -                          male and female,
                                                                                                 «Statute of
                                    Minimum period                          with equal           Competition for the
                                    of permanence,                          scores/points. A     Vacant
                                    according to                            woman will be        Administrative Civil
                                                                                                 Service Positions»
                                    levels -- Training                      selected for
                                                                                                 an open competition
                                    required for the                        appointment to       is required for every
                                    next level                              the position. This   vacancy in the
                                    (exceptionally,                         is in accordance     Republic. There are
                                                                                                 not such concepts
                                    training is                             with the Public
                                                                                                 as "internal" or "
                                    replaced by                             Service              external" selection
                                    recognized                              Regulation, 2003     in Civil Service of
                                    expertise, art. 48)                     Section 12(4).       the Republic.


                                                                            Between 25% and
   Don’t know        Don’t know        Don’t know          Less than 10%         49%                Don’t know
                                                             The single most
 Very important   Very important         Don’t know         important criteria Very important        Very important
                                                                Little or no                           Little or no
 Very important   Very important         Don’t know            importance      Very important         importance

 The single most                                             The single most The single most            Medium
important criteria Very important        Don’t know         important criteria important criteria      importance
                                                                Little or no       Medium               Medium
 Very important   Very important         Don’t know            importance        importance            importance
                    Little or no                                Little or no                            Medium
                   importance            Don’t know            importance        Don’t know            importance
                    Otros criterios      According to the    years of relevent
                    utilizados son:     Regulation of the    experience within
                      Estabilidad      Career Law (article the civil service only
                      emocional,        30), the selection
                       equilibrio        phase includes:
                     economico,              curriculum
                      iniciativa y    calification, aptitude
                      creatividad     and / or knowledge
                                           test, personal
                                      interview, published
                                        table of merit and
                                      the proper hiring or
                                         designation. In
                                        each process, the
                                      corresponding entity
                                            applies this
                                           provision and
                                          determines the
                                       importance of each
                                        criterion. Years of                                         Basic computer
                                          experience are                                            skills and the
                                        always taken into                                           knowledge of Law
                                              account.                                              of the Republic are
                                                                                                    frequently tested in
                                                                                                    Civil Service
                                                                                                    practice.




      No                 No                   Yes                   No                No                  Yes
                                                                                                    Between 50% and
     100%               100%             Don’t know                100%              100%                74%

      Yes                No                   Yes                   No                Yes                   Yes
                                                                                    Between 50% and
      100%              100%         Don’t know       100%          Don’t know           74%




 The single most                                                  The single most
important criteria Very important    Don’t know   Very important important criteria Very important

 The single most                                                                       Medium
important criteria Very important    Don’t know   Very important   Very important     importance

 The single most                                                                       Medium
important criteria Very important    Don’t know   Very important   Very important     importance

 The single most                                     Medium          Medium            Medium
important criteria Very important    Don’t know    importance       importance        importance

 The single most       Medium
important criteria   importance      Don’t know   Very important   Very important    Very important
                      Little or no                                                      Medium
                     importance      Don’t know                                       importance
                               According to the
                              Regulation of the
                             Career Law (article
                              30), the selection
                               phase includes:
                                   curriculum
                            calification, aptitude
                                 test and / or
                                  knowledge,
                             personal interview,
                              published table of
                                 merit and the
                               proper hiring or
                              naming. In each
                                  process, the
                            corresponding entity
                                  applies this                                     Computer skills as
          Estabilidad            provision and               Recommendations       well as the
       emocional,equilibrio     determines the                 of the current      knowledge of Law
          economico,         importance of each                employer (for       of the Republic
           iniciativa,        criterion. Years of           external candidates)   Tajikistan are very
         creatividad y          experience are               and the immediate     often tested during
         capacidad de         always taken into             supervisor (internal   the selection to non-
           liderazgo                account.                    candidate).        entry level positions




Yes            No                    Yes             No             No                     Yes

100%          100%              Don’t know           100%         100%              От 50% до 74%

Yes            No                    Yes             Yes            Yes                  No
                                                                                   Between 50% and
100%          100%              Don’t know           100%      Don’t know               74%
    Always            Always         Always             Always                Always              Always
    Always            Rarely       Don’t know           Always              Sometimes           Sometimes
    Always          Sometimes        Always             Always                Rarely              Often




                                                      Assessment of
                                                      qualification is
                                                        limited to
                                                     appointment of
                                                       Medical and
                                                        Pharmacy
                                                     Housemen and
 Calificación de                                      others whose
credenciales y a                                       professional       Reference checks
 solicitud de las                                    qualification are     and sometimes
   autoridades       Evaluacion                        approved by         criminal record   Level of computer
  nominadoras.        curricular   CV evaluation   Professional Bodies.        checks        skills



   The most         Moderately       The most                                The most
  important         important       important          Important            important            Important
 The most    The most                                            Moderately           Marginally
important   important       Don’t know       Important           important            important
            Marginally                        The most           Marginally           Moderately
            important       Don’t know       important           important            important
                                            For specialized
                                          professional cases
                                           the single most
                                         important screening
                                             procedure is:
                                            Assessment of
                                            qualification is
                                               limited to
                                           appointment of
                                              Medical and
                                               Pharmacy
             Evaluacion                    Housemen and
              curricular,                    others whose      Reference checks
            antecedentes                      professional    and criminal record
             judiciales y                  qualification are      checks for
            antecedentes                     approved by       senior/high level
              policiales                 Professional Bodies.      positions.     computer skills


            Marginally                      Moderately
Important   important       Don’t know      important            Important            Important
 The most                                                         The most
important   Important       Don’t know       Important           important            Important
 The most   Marginally                                           Moderately
important   important       Don’t know                           important            Important
 The most   Moderately
important   important       Don’t know                           Important            Important
 The most   Moderately                                           Moderately
important   important       Don’t know      Important            important            Important
                                            Moderately           Moderately
Important    Not used       Don’t know      important            important            Important




 Never        Always        Don’t know        Always               Always               Always
   Always                Often             Don’t know                Rarely              Rarely        Sometimes
                         Rarely            Don’t know                Always                              Often
                                                                   Assessment of
                                                                   qualification is
                                                                     limited to
                                                                  appointment of
                                                                    Medical and
                                            Evaluation of            Pharmacy
                                         promotion is based       Housemen and
 Calificación de                           on the following        others whose
credenciales y a                        factors (Art. 49): --       professional                    Computer skills and
 solicitud de la                         General Studies --       qualification are                  the knowledge of
   autoridad          Evaluacion de     Individual Merits --        approved by                     Law of the Republic
  nominadora.          desempeño          Past performance      Professional Bodies.                     Tajikistan



   The most           Moderately             The most               The most            The most        The most
  important           important             important              important           important       important
   The most                                                        Moderately          Moderately      Moderately
  important           Important            Don’t know              important           important       important
                      Moderately                                    The most                           Moderately
                      important            Don’t know              important                           important
                                                                 Assessment of
                                                                 qualification is
                                                                   limited to
                                         The answer takes       appointment of
                                         into consideration       Medical and
                                               that open           Pharmacy
                                          competitions do       Housemen and
                                        take place for non-      others whose
                                           initial positions,     professional                      Computer skills and
                    Hoja de vida ( es although regulations qualification are                         the knowledge of
                   mas importante que don´t establish this        approved by                       Law of the Republic
                   el curriculum vitae)       possibility.    Professional Bodies.                       Tajikistan


   The most           Moderately                                                       Moderately
  important           important            Don’t know               Important          important       Important
   The most
  important           Important            Don’t know               Important          Important       Important
   The most           Moderately                                                                       Moderately
  important           important            Don’t know               Important          Important       important
   The most           Moderately
  important           important            Don’t know               Important          Important        Not used
   The most           Moderately                                                       Marginally
  important           important            Don’t know               Important          important        Not used
   The most           Marginally                                                       Moderately
  important           important            Don’t know               Important          important        Not used
Yes   Yes   Don't know   Yes   Yes           Yes




No    Yes                Yes                 No
Yes   Yes                Yes   Yes           Yes
Yes   Yes                Yes   Yes           Yes

No    No                 Yes                 No
                                       According to the
                                           "Statute of
                                     Competition for the
                                             Vacant
                                      Administrative Civil
                                      Service Positions”
                                     every management
                                         unit creates a
                                           permanent
                                          Competition
                                        Commission. It
                                     consists from 5 to 7
                                      members. Usually
                                           they are a
                                       representative of
                                           HR unit, a
                                       representative of
                                          trade union
                                       organization and
                                        respectable and
                                     authoritative people
                                     of the unit. Head of
                                      the agent is not a
                                         member of the
                                      commission. Head
                                              of the
                                      administration unit
                                         the position is
                                             located
                                       takes part in the
                                       selection process
                                      only if the position
                                     is located in his/her
                                               unit.



Yes   Yes                Yes   Yes           Yes
No    Yes                      No            No
      Yes                      No            No
Yes   No                 Yes   Yes           Yes
Yes   No                                          No            No
No    No                         Yes              No            No




                                                        According to the "
                                                        Statute of
                                                        Competition for the
                                                        Vacant
                                                        Administrative Civil
                                                        Service Positions”
                                                        an applicant can
                                                        submit to the
                                                        Competition
                                                        Commission other
                                                        evidence:
                                                        certificates of
                                                        extended education,
                         copies of certificates         licenses,
                            of educational              government award
                            qualifications              diploma etc


Yes   Yes   Don't know           Yes              Yes           Yes




No    Yes                        Yes                            No
Yes   Yes                        Yes              Yes           Yes
Yes   Yes                        Yes              Yes           Yes

No    No                         Yes                            No
                                                                          All long-listing
                                                                          actions are
                                                                          undertaken by
                                                                          The Competition
                                                                          Commission,
                                                                          which usually
                                                                          includes a
                                                                          representative of
                                                                          the management
                                                                          unit and a
                                                                          representative of
                                                                          HR unit.


   Yes               Yes                    Yes                 Yes              Yes
   Yes               Yes                                        No               No
   Yes               No                                         No               No
   Yes               Yes                    Yes                 Yes              Yes
   Yes               Yes                    Yes                 No               No
   No                Yes                    Yes                 No               No
                                                                           During this stage
                                                                           the Competition
                                                                           Commission can
              Las entrevistas son                                             also review
               aplicables solo en   copies of certificates                addirional evidence
                un 30% de los          of educational                      submitted by an
                     casos             qualifications                          applicant.
Yes (please                             Yes (please                          Yes (please
 explain)            No                  explain)            Don't know       explain)
                                                The OHCS
                                           document "Code of
                                            Human Resource                                Short-list creates on
                                              Management                                  the base of long-list.
                                           Practice" and other                            There does not exist
                                            documents of the                              a formal set of rules
                                          same central agency                               specifying criteria
                                           on appointments in                                for ranking long-
Criterios del Manual                         the civil servant                              listed candidates.
de Especificaciones                        specify the criteria                            The short-list often
    de Clases de                           for long and short-                                   is arranged
       Puestos                                    listing.                                     alphabetically.



        Yes            No                         Yes                     Yes                     Yes

                                                The OHCS
                                          document "Code of
                                            Human Resource
                                              Management
                                              Practice" and
                                            "Guidelines" and
                                          other documents of
                                            the same central       The Public Service
                                                agency on          Regulations,2003
                                          appointments in the        (section 12(4)        Official set of rules
                                          civil servant specify    implicitly sets the       does not exist.
                                          the criteria for long        the criteria.       Many units design
                                            and short-listing     Moreover, the Public     special charts with
                                          which ensure higher     service is in process        such type of
                                            qualifications for        to develop a             information.
Criterios del Manual                            short-listed        recruitment and       Generally every unit
de Especificaciones                          candidates than        selection code to     creates its own sets
    de Clases de                          those for long-listed   govern the selection      of rules for every
       Puestos                                 candidates.               process.             specific case.




        Yes            Yes      No                Yes                                             Yes
        Yes            Yes   Don't know           Yes                     Yes                     Yes
        Yes            Yes      Yes               Yes                     Yes                     Yes

        No             No       No                Yes                     Yes                      No
                                                                               As it was mentioned
                                                                                 above, the final
                                                                                     selection of
                                                                                  candidate(s) is
                                                                                   made by the
                                                                                     permanent
                                                                                    Competition
                                                                                    Commission
                                                                                    included the
                                                                               indicated agents. A
                                                                                representative of
                                                                               the central agent is
                                                                               also involved in the
                                                                                final; in this case
                                                                               the central agent is
                                                                                 the Civil Service
                                                                               Department (CSD).



  Yes         Yes          Yes               Yes                   Yes                 Yes
  No          No        Don't know                                                     Yes
  No          No        Don't know                                                     Yes
  Yes         Yes       Don't know           Yes                  Yes                  Yes
  Yes         No                             Yes               Don't know              Yes
  No          Yes          Yes               Yes                  Yes                  Yes

                                                                                Same agents
                                                                                check a level of
                                                                                computer skills,
                                                                                tests professional
                                     Original certificates   The pay level that knowledge, ability
                                       of educational          an individual is to teamwork and
                                        qualifications.       ready to accept. etc



                                           Written                 Written
                                     justification must      justification must
                                      be provided and         be provided and
                                        is subject to           is subject to      Written
                                     review by a third       review by a third justification of
No action   No action                    party (e.g.,            party (e.g.,   the selection
required    required    Don't know    oversight agent)        oversight agent) must be provided




  Yes         Yes          Yes               Yes                   Yes                 Yes
No          Yes,            No   No   No




        casos como la
       Municipalidad de
     Asuncion, Ministerio
      de hacienda, Corte
     Suprema de Justicia
     y Direccion nacional
         de aduanas
No    Yes,   No                             No           Yes ,




                                                       There is a
                                                  Government decree
                   Minority recruitment                   about
                   into the Civil Service          empowerment of
                      has not been a                  women. Civil
                       major issue in             Service Department
                     Ghana and hence              under the President
                   data is not collected           of Tajikistan has a
                      for purposes of             database of minority
                        monitoring.                   recruitment.


Yes   Yes    Yes           Yes              Yes           Yes


Yes   Yes    No            Yes              Yes           Yes


Yes   Yes    Yes           Yes              Yes           Yes




Yes   Yes    Yes           Yes              Yes           Yes
x   x   x   x   x   x
x   x   x   x   x   x



        x   x       x
                    x




x   x   x   x   x   x




x   x   x   x   x

                    x
                x   x




x   x   x   x   x   x
            x   x   x
                    x




x   x               x
    x           x   x
    x               x
    X   X   X       X
    X   X   X       X


    X   X   X   X   X
X   X   X   X   X   X
X           X     X                      X
X           X     X                      X


X     X     X     X         X            X
X     X     X     X         X            X




Yes   No    Yes   Yes      Yes          Yes




Yes   Yes   Yes   Yes      Yes          Yes
Yes   No    No    No       Yes          No
Yes   No    No    No       Yes          No
Yes   Yes   Yes   Yes   Don't know      Yes
Yes   No    No    No    Don't know   Don’t know
Yes   No    No    No    Don't know   Don’t know




Yes   Yes   Yes   Yes      Yes          Yes




Yes   Yes   Yes   Yes      Yes          Yes
  Yes        Yes              No             Yes          Yes             Yes




Annually   Monthly         Never           Quarterly    Annually       Monthly
Annually   Monthly         Never           Quarterly   Don’t know      Monthly
Annually   Annually      Don’t know        Quarterly    Annually       Quarterly

Annually   Quarterly   Less than annualy   Quarterly   Don’t know       Monthly
Annually   Quarterly         Never          Never      Don’t know       Monthly
Annually    Never            Never          Never      Don’t know        Never
Annually    Never            Never          Never      Don’t know        Never

Annually   Annually         Never           Never      Don’t know   Less than annualy




  Yes        Yes              No             Yes          Yes              No




  Yes        Yes              No              No          Yes              No
X             X            X     X
X             X            X     X

                           X
                           X
                           X
                                       As it was
                                       mentioned above,
                                       Performance
                                       appraisal in Civil
        Analysis of the                Service of
      personal situation               Tajikistan is not
       of the employee                 undertaken.


Yes          Yes           Yes   Yes
Yes          Yes           Yes
Yes          No            Yes
             Yes
                                       Performance
                                       appraisal of civil
                                       servants is not
        Internal Audit                 undertaken.


Yes          Yes           Yes   Yes           No
Yes   No        Yes   Yes   No




Yes   No        Yes   Yes   No

Yes   Yes       Yes   Yes   No




      X         X
X     X     X   X
      X     X   X     X
              X                     X
         In most cases
         individuals are
        promoted in the
       public service on
       merit taking into
          account one's
          longevity and
      track record in the
      public service and
       in accordance to
         the scheme of
        service for each
            staff cadre.
           Promotion is
          different from         According "
      appointment. One             Statute of
       is appointed to a      Competition for
       position (in most          the Vacant
       cases leadership        Administrative
         position in the         Civil Service
          public service         Positions” It
             based on        requires only an
         external/open      open competition
      competition (both         for all vacant
           external and        administrative
              internal        positions in CS.
         candidates are        There are not
             eligible).      such concepts as
          However, the         "internal" or "
          Public Service    external" selection
        (Ammendment)          in the Republic.




XXX                                 0
XXX                                 0
XXX                                100
                      XXX                                            XXX               0




     xxx                             xxx            xxx              xxx




most important   very important   don't know   very important   very important   very important
                  moderately
most important    important       don't know   very important   very important   Not employed

                                                moderately                        moderately
most important   very important   don't know    important       very important    important

                  moderately
very important    important       don't know   very important      not used
                  moderately
                  important       don't know                    most important




     Yes              Yes            Yes            Yes              Yes             Yes


     Yes              No             Yes            No               Yes             No
                      Yes            Yes                             Yes          Don't know
                                                                                        As it was mentioned
    Promotions must be                                               The ability of      above, there is no
      approved by the                                            government to pay       promotion without
     national economic On budgetary fiscal                        (i.e. the wage bill    competition in the
           team            concerns.                                     ceiling)             Republic.


X                               X                   X                                           X
X           X                                       X                     X                     X
X           X                                       X                     X                     X
X           X                                       X                     X                     X
X                                                   X                                           X
                                                                                                X




           NA                  NA            highest share (1)            4                    NA

           NA                  NA                                highest share (1)             NA
           NA                  NA                   2                    2                     NA
           NA                  NA                   3                    4                     NA

           NA                  NA                   3            lowest share (6)              NA
           NA                  NA                                                              NA
     Yes, please identify        Yes, please identify Yes, please identify Yes, please identify
        the threshold               the threshold        the threshold        the threshold
       (grade, rank or             (grade, rank or      (grade, rank or      (grade, rank or
       level) and total            level) and total     level) and total     level) and total
     number of grades,           number of grades, number of grades, number of grades,
     ranks or levels that        ranks or levels that ranks or levels that ranks or levels that
      exist in the salary         exist in the salary  exist in the salary  exist in the salary
No         structure        No         structure            structure            structure




       For High level and                               Promotions to the
           middle level                                  rank of Assistant
        managers more            The threshold rank,    Director/Assistant     Each position in the
     extensive clearance             where most           Commissioner,          "Register of State
        procedures are           extensive clearance   Director/Commissio      Ranks" of Tajikistan
            needed -               procedures are            n, Deputy                has own
     competitive process              involved in            Permanent              qualification
          with specific              promotions            Secretary and          requirements. If
      features (Concurso             decisions, is           Permanent             application of a
      de Oposicion) For            revealed in the           Secretary.         candidate does not
      administrative and               OHCS HR         Appointees to these           meet these
     semi-skilled workers        documents such as     ositions/ranks in the     requirements the
         (lower ranks):            "Guidelines" as     Public Service have          Competition
     Competitive process         Category A posts in      to be vetted by         Commission can
           (concurso)             the Civil Service.   other state organs.     deny his application.



                                                          at or above
                                                           threshold

     below threshold;
       at or above                                        at or above
        threshold                                          threshold
                                                                              below threshold;
                                                                                at or above
                                                                                 threshold


                   below threshold;
                     at or above
                      threshold                            below threshold




                                                                                     X
                                                                                     X
        X                                     X                                      X

        X                                                                            X
        X


                                                                                                 As it was mentioned
                                                                                                      above, such
                                      However, the HRM                                           procedure does not
                                          unit usually                                             exist because it
                                        responds to the                                          requires only Open
                                       considerations of                                          competition for all
                                           the future                                                   vacant
                  N/A - same question      immediate                                                administrative
                    as previous one       supervisor.                                              positions in CS.




       Yes                Yes                Yes                 No                 No                   Yes




  Post-removal       Post-removal       Post-removal       Post-removal                            Post-removal
status unchanged status unchanged status unchanged status unchanged                              status unchanged
from that prior to from that prior to from that prior to from that prior to                      from that prior to
     removal           removal            removal            removal            Don’t know            removal
                   Post-removal       Post-removal       Post-removal
                 status unchanged status unchanged status unchanged
 Previous status from that prior to from that prior to from that prior to                         Previous status
       lost           removal           removal            removal              Don’t know              lost


  Post-removal       Post-removal       Post-removal       Post-removal                            Post-removal
status unchanged status unchanged status unchanged status unchanged                              status unchanged
from that prior to from that prior to from that prior to from that prior to                      from that prior to
     removal           removal            removal            removal            Don’t know            removal




       Yes                Yes                Yes                Yes                 No                  Yes




 Yes, ambiguous     Yes, ambiguous
 or unclear rules   or unclear rules   Yes, clear rules   Yes, clear rules    Yes, clear rules   No written rules

 Yes, clear rules   Yes, clear rules   Yes, clear rules   Yes, clear rules    Yes, clear rules   No written rules


 Yes, clear rules   Yes, clear rules   Yes, clear rules   Yes, clear rules    Yes, clear rules    Yes, clear rules


                    no such forum      no such forum      no such forum       yes, monthly or    yes, monthly or
   don’t know           exisits            exisits            exisits         more frequently    more frequently




       No                 No                 No                 Yes                 No                  No




       No                 No                 No                 No              Don't know              Yes
                          Information is not   more than 0%,   Information is not
Don’t know   1% - <3%          collected         but <1%            collected        5% or more




Don’t know     Some          Don’t know            Little            Most              Most

Don’t know     Some          Don’t know            Some              Some              Most
Don’t know     Little        Don’t know            Most              Some              Most
Don’t know     Most          Don’t know                              Some              Most
Don’t know     Some          Don’t know            Some              Some              None
Don’t know     Little        Don’t know            Some              Most              None
Don’t know     Little        Don’t know            Some              Some              None
Don’t know     Little        Don’t know            Some              Little            Some
Don’t know     Some          Don’t know            Some              Some              Most




Don´t know    2154866            999                                 999              128560
                                                                     Tshs
Don´t know     88000             999                             28518655300          139700




                                                                     Tshs
Don´t know    2154866            999                             1,585,643,000        127500
                                                                     Tshs
Don´t know     88000             999                            25,154,949,000        129000


               Primary         Primary          Secondary           Primary            Primary
Don’t know   technology      technology         technology        technology         technology
               Primary       Secondary            Primary         Secondary          Secondary
Don’t know   technology      technology         technology        technology         technology
                                                                                    Not employed
        Yes                  No                  Yes                  Yes                                        No

                             No                  Yes                                        Yes                  Yes

                             No                   No                                        Yes                  No
        Yes                                       No                                                             No




                                                                                       Circulars and
                                                                                    guidelines issued by
                                                                                     the policy-setting
Ley de Servicio Civil                                                                urgent on regular
  y las leyes que                                                                    periods and when
    aplican a la                                                                        necessary to
 administración del                                                                   capture specific
  sector publico.                                                                       information.

                                          Mandatory reporting Mandatory reporting Mandatory reporting Mandatory reporting
                                             requirements         requirements         requirements         requirements
                                              imposed on           imposed on           imposed on           imposed on
  Non-mandatory        Non-mandatory      organizational units organizational units organizational units organizational units
     reporting            reporting          managing civil       managing civil       managing civil       managing civil
    procedures           procedures        servants, but not    servants, but not    servants, but not    servants, but not
 recommended to       recommended to backed by sanctions backed by sanctions backed by sanctions backed by sanctions
organizational units organizational units   imposed by the       imposed by the       imposed by the       imposed by the
  managing civil       managing civil        policy-setting       policy-setting       policy-setting       policy-setting
     servants             servants              agent(s)             agent(s)             agent(s)             agent(s)
                                       Most frequently
   Rarely used                          used device           Never used       Rarely used       Rarely used

                                                                             Most frequently   Most frequently
Used sometimes         Never used                             Rarely used     used device       used device

                       Rarely used        Rarely used       Used sometimes     Never used      Used sometimes

                     Most frequently                        Most frequently
   Used often         used device         Used often         used device    Used sometimes       Used often




Information is not                     Information is not   more than 0%,
     collected          1% - <3%            collected         but <1%          Don’t know       5% and more




   Don’t know            Some             Don’t know             Little          Some               Most

   Don’t know            Some             Don’t know            Some             Most               Most
   Don’t know            Little           Don’t know            Most             Most               Most
   Don’t know            Most             Don’t know                             Some               Most
   Don’t know            Some             Don’t know            Some             Some               Most
   Don’t know            Little           Don’t know            Some             Little             Little
   Don’t know            Little           Don’t know            Some             Little             Little
   Don’t know            Little           Don’t know            Some             Little             Little
   Don’t know            Some             Don’t know            Some             Some               Little




Q. 18,696,925.00        2154866               999                                 999              128500
 Q. 52,387,703           88000                999                                 999              139700
   Don´t know            2154866                 999                                          999                  127500
   Don´t know             88000                  999                                          999                  129000




   Secondary              Primary              Primary                                      Primary                Primary
   technology           technology           technology                                   technology             technology
     Primary              Primary            Secondary             Secondary              Secondary                Primary
   technology           technology           technology            technology             technology             technology
                          Primary                                                                                Secondary
   Don’t know           technology                                                                               technology




       Yes                  No                   Yes                    Yes                                           No

       Yes                  No                   Yes                                           Yes                    Yes

       Yes                  No                   Yes                                                                  No




Mandatory reporting                      Mandatory reporting    Mandatory reporting    Mandatory reporting    Mandatory reporting
    requirements                            requirements            requirements           requirements           requirements
     imposed on       Non-mandatory          imposed on              imposed on             imposed on             imposed on
organizational units     reporting       organizational units   organizational units   organizational units   organizational units
    managing civil      procedures          managing civil          managing civil         managing civil         managing civil
  servants, but not  recommended to servants and backed           servants, but not      servants, but not      servants, but not
backed by sanctions organizational units     by sanctions       backed by sanctions    backed by sanctions    backed by sanctions
   imposed by the     managing civil       imposed by the          imposed by the         imposed by the         imposed by the
 oversight agent(s)      servants         oversight agent(s)     oversight agent(s)     oversight agent(s)     oversight agent(s)




   Used often                                                      Never used                                    Rarely used
                                                                            Most frequently     Most frequently
                      Never used                            Rarely used      used device         used device

                     Rarely used                          Used sometimes       Rarely used     Used sometimes

                   Most frequently                        Most frequently
Used sometimes      used device                            used device         Used often         Used often
                                         Don't know




 Multiple agents Multiple agents Multiple agents Multiple agents Multiple agents Multiple agents
have civil servant have civil servant have civil servant have civil servant have civil servant have civil servant
  management         management         management         management         management         management
   authority          authority          authority          authority          authority          authority




                    more than 0%,    Information is not   more than 0%,
  Don’t know          but <1%             collected         but <1%            Don’t know         Don't know




  Don’t know            Some             Don’t know            Little             Some               Most

  Don’t know           Some              Don’t know            Some               Most               Most
  Don’t know           Some              Don’t know            Most               Most               Some
  Don’t know           Most              Don’t know                               Some               Little
  Don’t know           Little            Don’t know            Some               Some               Little
  Don’t know           Little            Don’t know            Some               Some               Little
                     Don’t know          Don’t know            Some               Little             None
                     Don’t know          Don’t know            Some               Little             None
                     Don’t know          Don’t know            Some               Some               Little




  Don´t know         3501156838              999                                   999                999
  Don´t know         6323816672              999                                   999                999




  Don´t know         3439421329              999                                   999                999
  Don´t know         4537250748              999                                   999                999
   Primary          Primary           Primary           Primary      Primary       Secondary
 technology       technology        technology        technology   technology      technology
 Secondary        Secondary         Secondary         Secondary    Secondary       Secondary
 technology       technology        technology        technology   technology      technology
                    Primary
 Don’t know       technology                                                     Not employed




                     999                                 42           83               70
     100             999                                 100          100              100




                 more than 0%,   Information is not                             Information is not
     0%            but <1%            collected                    Don’t know        collected




 Don’t know          Some           Don’t know                       Some          Don't know

 Don’t know          None           Don’t know                       Most          Don't know
 Don’t know          None           Don’t know                       Most          Don't know
 Don’t know          None           Don’t know                       Some          Don't know
 Don’t know          None           Don’t know                       Some          Don't know
 Don’t know          Some           Don’t know                       Little        Don't know
 Don’t know          None           Don’t know                       Little        Don't know
 Don’t know          Some           Don’t know                       Little        Don't know
 Don’t know          None           Don’t know                       Little        Don't know




Q. 3722,792.00     1402628              999                           999              999
 Q. 5,176,620      221176               999                           999              999




Q. 135,207.00      1374575              999                           999              999
Q. 135,207.00      216753               999                           999              999
   1300           967          999          999           999
    972           261          999          999           999




    739           999          999          999           999

    76%           999          999          999           999


   Primary       Primary      Primary      Primary       Primary
 technology    technology   technology   technology    technology
               Secondary    Secondary    Secondary     Secondary
Not employed   technology   technology   technology    technology
                                                      Not employed
       999                90                 999                                     999                999
       999                70                 999                                     999                999
       999                50                 999                                     999                999
       999                40                 999                                     999                 0


Information is not Information is not Information is not                                        Information is not
     collected          collected          collected          90 or more         90 or more          collected

                                                             Higher than          Higher than
                                                            earlier 3-year      earlier 3-year Information is not
   Don't know         Don't know         Don't know         retention rate      retention rate        collected
                                                                                 Lower for for
                                                            Higher for entry-     entry-level
                                                           level recruits than recruits than for
                                                             for mid-career       mid-career     Information is not
   Don’t know         Don’t know         Don’t know              recruits           recruits          collected
NR   NC   NC   NC   NC   НС

NR   NC   NC   NC   NC   НС


NR   NC   NC   NC   NC   НС


NR   NC   NC   NC   NC   НС
       NR                NC                NC            NC         NC               НС


       NR                NC                NC            NC         NC               НС




       NR                NC                NC            NC         DK               НС


       NR                NC                NC            NC         DK               НС


       NR                NC                NC            NC         DK               НС




Information is not                  Information is not                        Information is not
     collected       >0% but <30%        collected       100%   90% - <100%        collected

Information is not                  Information is not                        Information is not
     collected       >0% but <30%        collected       100%   90% - <100%        collected

Information is not                  Information is not                        Information is not
     collected       >0% but <30%        collected       100%   90% - <100%        collected

Information is not                  Information is not                        Information is not
     collected       >0% but <30%        collected       100%   90% - <100%        collected
Information is not                  Information is not                        Information is not
     collected       >0% but <30%        collected       100%   90% - <100%        collected
Information is not         Information is not                        Information is not
     collected       0%         collected       100%   90% - <100%        collected
Information is not         Information is not                        Information is not
     collected       0%         collected       100%   Don’t know         collected
Information is not         Information is not                        Information is not
     collected       0%         collected       100%   Don’t know         collected

                                                                     No rating options
   Don’t know         5       Don’t know         4         5          are permitted


       999           999          999           999       999               999
       999           999          999           999       999               999
       999           999          999           999       999               999
       999           999          999           999       999               999




       NC            NC           NC            NC        NC                НС
       NC            NC           NC            NC        NC                НС
       NC            NC           NC            NC        NC                НС
       NC            NC           NC            NC        NC                НС
       NC            NC           NC            NC        NC                НС
       NC            NC           NC            NC     Don’t know           НС
       NC            NC           NC            NC     Don’t know           НС
Information is not Information is not Information is not Information is not                 Information is not
     collected          collected          collected          collected       >0% but <1%        collected




Information is not                   Information is not Information is not                  Information is not
     collected       >0% but <1%          collected          collected        >0% but <1%        collected
30   NC    NC    NC    NC    30




80   125   999   999   999   999

     95    999   999   999   999

     999   999   999   999   999
 Kyrgyz
Republic




  Yes
Art.6 of the Labor
        Code:
 Legal regulatory
considerations of
 the labor regime
     for specific
    categories of
employees (heads
 of organizations,
   civil servants,
   secondary job
     employees,
  women, youth
  and others) are
established by the
 Labor Code and
 other legislative
         acts.

   Art.2 The Law
"On Civil Service"
    (appendix 1)
Unless otherwise
stipulated by the
   law, labor and
 social protection
 legislation of the
  Kyrgyz Republic
shall apply to civil
      servants.
There are distinct
   procedures of
  recruitment and
      dismissal,

 Hybrid (mixture
of the above two)
   At the present
  time there is no
     political act
   concerning the
type (sort) of civil
    service in the
 Kyrgyz Republic.
  But, taking into
    consideration
      available
 procedures, it is
   possible to call
     the system
  hybrid. Because
 there is an open
  competition for
    each position
    among every
citizen who fulfills
  the established
      qualifying
    requirements
 (art. 24-25, 17),
   but the career-
based mehanisms
      also exist
   (procedures of
       internal
 competition and
internal personnel
 reserve) (Art.18)
    and serve to
    promote civil
    servants in a



        Да
 Article 47 of the
   Law "On Civil
Service" provides
 guarantees to a
civil servant upon
   liquidation or
reorganization of
 a state agency.
     This rule is
 established due
     to frequent
      structural
  changes in the
Cabinet and state
      agencies.

   However, the
application of this
  rule frequently
      became
   complicated,
since not all state
agencies observe
  the established
 procedures and
 as a result cases
are forwarded to
  the Agency on
    civil service
   affairs or to a
        court




       Yes
       Yes
       Yes
       Yes
       Yes
       Yes
   “The Law «On
    Civil Service»
      focused on
       providing
      continuity,
     stability and
 independence of
 professional civil
service, attracting
   high-qualified
personnel, raising
  effectiveness of
     civil service
  management”.
  Article 4 of the
    Law "On Civil
        Service"
   embodies the
main principles of
     civil service.

Legal framework
 entrenches the
    civil service
  objectives and
principles, but in
 practice most of
  them are just
   declaratory.
   For example,
       Fiscally
sustainable wage
bill is established
 by the law “On


       Yes
Art.12 of the Law
"On Civil Service"
  (appendix 1)
 Provision of the
Agency (appendix
        3)
   Provision of
  Board on Civil
service (appendix
        4)

  Board on Civil
service – collegial
 body comprised
of representatives
  from all three
  governmental
departments. The
  Board outlines
the development
 strategy for civil
    service and
      creates
 mechanisms for
   coordinated
    action and
  cooperation of
   government
    entities and
 administration;
     prioritizes
 development of
 normative legal
   base of state



       Yes
Provision on each
    state agency
 (legal mandate)
establishes order
 of organizational
 management in
  it. According to
the mandate civil
    servants are
   managed by a
  head (minister,
 head etc) of the
       agency,
    authorized to
     assign and
    dismiss staff
    members, to
    specify their
    function and
    authority, to
   bring them to
     disciplinary
     liability etc
    Practically all
   state agencies
    have a state
secretary position
with the functions
 of realization HR
  policy, decision
 and preparation
    of proposals
concerning cadre
    matters, and




       Yes
CSM functions for
 each subject are
     defined by
      according
     provision:
    Appendix 3
 Provision of the
       Agency
    Appendix 5
   Regulation on
  State Secretary
  Regulations on
  state agencies
  Generally they
  are determined
     sufficiently
 unambiguously,
  but in practice
emerge problems
between the head
    of the state
 agency and the
state secretary as
        to the
 implementation
       of these
     functions,
    especially in
      resolving
     personnel
       matters.




       Yes
Up to the present
      moment, a
special document,
  which regulates
  promotion and
        carreer
development of a
   civil servant in
  detail, does not
      exist in the
 Kyrgyz Republic.
   In view of the
 fact that filling a
vacant position is
performed on the
       basis of a
  competition, in
  the majority of
 cases, promotion
    is realized by
taking part in the
competition (both
     internal and
  external/open).
    In every such
  competition the
 representative of
   the Agency on
      civil service
  affairs ensures
the observance of
         proper
  procedures. In
 this case, a head



       Yes
 Agency of the
Kyrgyz Republic
 on civil service
     affairs is
  charged with
the function of
monitoring the
 observance of
 the legislation
on civil service,
  including the
   function of
   controlling
state agencies’
 observance of
  uniform rules
at competition-
based selection
  of candidates
    for vacant
  posts, as well
       as at
assessment and
 inter-agencies
rotation of civil
     servants.

Provision of the




      Yes
   Agency of the
  Kyrgyz Republic
   on civil service
 affairs considers
the complaints of
    civil servants
  concerning the
decisions of state
  agencies made
 according to the
 results of official
      (in-house)
   investigation;
  considers labor
  disputes related
  to civil service,
     proposes to
   heads of state
       agencies
  revocation of a
   decision made
  with violation of
  the civil service
 legislation of the
 Kyrgyz Republic.

 Provision of the
Agency (appendix
        3).
 Is redress agent
  independent of
     the agents
  exercising both
policy setting and
    civil servant
   management
     authority?

 According to the
   law “On Civil
 Service” and the
  Provision of the
    Agency, the
   Agency of the
 Kyrgyz Republic
  on civil service
 affairs exercisies
  sectorial policy
     setting and
      regulates
 processes of civil
       servant
   management,
and has a control-
 supervisory role.
 Each type of the
    functions is
    exercised by
      separate
      structural
subdivision of the
Agency, but all of
them are situated




       Yes
Responsibility for
     redress is
   assigned to a
head of the state
  agency, which
 made a decision
 with violation of
   civil rights or
    established
    procedures.
  Agency of the
 Kyrgyz Republic
  on civil service
      affairs is
   authorized to
 correct disputed
  decisions. But
   civil servants
have the right to
    appeal to a
 superior agency
   (usually they
   appeal to the
 Executive Office
of the President,
   Government
Office), and many
of them resort to
  prosecution or
judicial agencies.




  Don’t know

  Don’t know


  Don’t know

Not applicable

Not applicable

Not applicable

Not applicable
  Over 95%
  Over 95%
  Over 95%

Not applicable

Not applicable

Not applicable

Not applicable




     Yes
Yes




Yes
No
No


No

Yes




Yes

Yes

No
No
Annual or more
   frequent

Annual or more
   frequent




     Yes




     No

     No

     No
     No

   Checked
   annually
   Manual


     Yes
     No




Annual or more
   frequent
Annual or more
   frequent




     Yes

      No

Not applicable




   External
  candidates
added only if a
   qualified
   internal
 candidate is
not identified
     Yes

     No

Not applicable




     Yes
Selection based
on competition
among all
internal
candidates
meeting
minimum
qualifications.
   Medium
 importance
   Medium
 importance


Very important

Very important

Very important
see comments on
     Part II




      No
 Information
 not collected

     Yes
Between 90%
  and 99%




   Medium
 importance


Very important


Very important


Very important


Very important

Very important
see comments on
     Part II




      No
 Information
 not collected

    No
Between 90%
  and 99%
     Always
     Always
     Always
     Competition
      procedures
established by the
 legislation of the
  Kyrgyz Republic
complimentary to
      those listed
   include written
    assignments.
   Criteria for the
  assignments are
       not clearly
  specified – each
    state agency
 decides the form
     in which the
        testing is
      conducted.
   For example it
could be essay or
       answer to
        practical
     professional
 questions. In this
   case, skills and
        ability to
    communicate
  thoughts clearly
  in written form,
literacy and logics
    are measured
  simultaneously.




    The most
   important
 The most
important
Moderately
important




 The most
important

Important
Moderately
important
Moderately
important
Marginally
important

 Not used




  Always
  Always
  Always




 The most
important
 The most
important
Moderately
important




 The most
important

Important
Moderately
important
Marginally
important
Marginally
important
Moderately
important
Yes




Yes
No
Yes

No




Yes
No
No
Yes
       No
       No
 27. Documents
    required for
  participation in
 the competition
    include the
     following:
     - personal
application, cadre
    (personnel)
  registry paper,
    photograph
   - copy of the
   passport or a
 another identity
     document
(original passport
     or another
     document
       proving
     applicant’s
     identity is
  required upon
   arrival to the
   competition)
   - documents
    proving the
      required
    professional
 education, work
 experience and
   qualifications
   (copy of the
   employment


       Yes




       Yes
       No
       Yes

       No
     A personnel
      review and
     competition
         board
 (committee) of a
  state agency is
     such agent.
  19. Structure of
       the board
    (committee):
    - chairman –
state secretary of
the state agency;
- secretary of the
   committee – a
   civil servant of
the state agency;
- committee-men,
       including:
Representative of
     the Agency;
 Chairman of the
 ethics committee
     of the state
        agency;
 Heads of HR and
          legal
departments, and
        of other
       structural
  subdivisions of
the state agency;
Other responsible
   civil servants .




       Yes
       Yes
       No
       Yes
       No




       No
No




Yes
No
Yes

Yes
  Yes
  Yes
  Yes
  Yes
  Yes
  Yes




No action
required




  Yes
      Yes ,
Up to the present
 time data of civil
       servants
  quantitative and
      qualitative
  constitution was
     collected by
National Statistics
 Committee, now
   this function is
transferred to the
   Agency on civil
   service affairs.
   Information is
       collected
  according to the
 following criteria
      (features):
    Gender, age,
      education,
      nationality
Much of the focus
is on representing
       women’s
 interests, several
    international
 organizations are
   working in this
         field.
   However, state
     policy is not
       aimed at
     allocation of
    quotas in civil
      Yes ,
Up to the present
 time data of civil
       servants
  quantitative and
      qualitative
  constitution was
     collected by
National Statistics
 Committee, now
   this function is
transferred to the
   Agency on civil
   service affairs.
   Information is
       collected
  according to the
 following criteria
      (features):
    Gender, age,
      education,
      nationality
Much of the focus
is on representing
       women’s
 interests, several
    international
 organizations are
   working in this
         field.
   However, state
     policy is not
       aimed at
     allocation of
    quotas in civil


       Yes


       Yes


       Yes




       No
x




x
X
X


X
X
X
X


X
X




Yes




Yes
Yes
Yes
Yes
Yes
Yes




Yes




Yes
  Yes




Quarterly
Quarterly
Quarterly

Quarterly
Quarterly
Quarterly
Quarterly

Quarterly




   No
X
X
X
       X
     Up to the
      present
    moment a
       special
     document
   detailing the
  regulation of
 promotion and
       career
development of
 a civil servant
 does not exist
  in the Kyrgyz
   Republic. In
view of the fact
   that vacant
  positions are
     filled in a
   competitive
    process, in
most cases, the
    question of
   promotion is
resolved during
the competition
 (both internal
         and
external/open ).
 In addition to
     the listed
 procedures, a
Information
collected by
the Agency of
the     Kyrgyz
Republic     on
civil   service
affairs       is
general       in
nature     and
does        not
foresee     the
division     of
information
into separate
types        of
assignments,
i.e.      state
agencies
report      the
total number
of         civil
servants
assigned
through        a
competition,
without
specifying
what kind of
competition it
was (internal
or


At         the
present
moment
more     than
80%
assignments
for executive
(administrativ
e)   positions
are made on
a competitive
basis.




very important
Not employed


very important


very important
 moderately
  important




     Yes


     No
  The number of
     established
 positions of the
each state agency
  is approved by
  Cabinet or the
      President
  (depending on
 accountability).
 As a result, the
 system is rather
non-discretionary
  for promotion,
    since all the
    positions are
     assigned to
     groups and
    grades with
      specified
 requirement for
   each of them.
  Restrictions on
  the number of
 promotions are
 not established
       by law



       X
       X
       X
       X




 highest share
      (1)

       3
       2
       5

      NA
      Yes, please
      identify the
 threshold (grade,
rank or level) and
   total number of
  grades, ranks or
levels that exist in
       the salary
        structure
   More extensive
       clearance
   procedures are
    required in the
  assignment of a
 state secretary of
   a state agency,
   which is one of
  the highest level
      positions (a
      candidate is
   selected by the
     Board on civil
     service and is
 appointed by the
 Prime Minister or
the President with
   the approval of
  the head of that
    state agency).

 See Appendix5
  Regulation on
 State Secretary,
     part IV

     Additional
  procedures are
 also required in
the assignment of
the heads of local
  offices of state
   agencies. In
    these cases




     below
threshold; at or
     above
   threshold
at or above
 threshold




    No
      No




Yes, ambiguous
or unclear rules

Yes, clear rules

Yes, ambiguous
or unclear rules

yes, monthly or
     more
  frequently




      No
more than 0%,
  but <1%




    Most

    Most
    Some
    Some
    Little
    Little
    Little
    Little
    Little




    5812

    3993




    5040

    4322


 Secondary
 technology
   Primary
 technology
       Yes

       Yes


 An obligation to
       provide
    information,
 imposed by the
     subsidiary
   legislation, is
established by the
  Decree of the
 President of the
 Kyrgyz Republic
 See appendix 14
     Decree on
monitoring (items
        4-6)

 An obligation to
       provide
    information,
   imposed by a
legal instrument
subsidiary to the
 Cabinet activity,
is defined by the
Decree of Agency
   of the Kyrgyz
Republic on civil
  service affairs.

See appendix 10
   Forms of
   reporting

     Mandatory
      reporting
   requirements
    imposed on
  organizational
 units managing
civil servants, but
  not backed by
     sanctions
 imposed by the
  policy-setting
      agent(s)
   Used often
     Most
frequently used
     device
      Used
   sometimes


 Rarely used




more than 0%,
  but <1%




     Most

    Most
    Some
    Some
    Little
    Little
    Little
    Little
    Little




     5812
     3993
      5040
      4322




  Secondary
  technology
    Primary
  technology




       Yes

       Yes

     Mandatory
      reporting
   requirements
    imposed on
  organizational
 units managing
civil servants, but
  not backed by
     sanctions
 imposed by the
      oversight
      agent(s)




    Used
  sometimes
     Most
frequently used
    device

  Used often


  Rarely used




A single, central
 agent has civil
     servant
 management
    authority




more than 0%,
  but <1%




     Most

     Most
     Some
     Some
     Little
     Little
     Little
     Little
     Little




     5812
     3993




     5040
     4322
 Secondary
 technology
   Primary
 technology




     56
    100




more than 0%,
  but <1%




    Most

    Most
    Some
    Some
    Little
    Little
    Little
    Little
    Little




    5812
    3993




    5040
    4322
   70
   59




    9

   15


Secondary
technology
  Primary
technology
Information is
 not collected


Information is
 not collected




Information is
 not collected
     нс


     нс


     нс




Information is
 not collected

Information is
 not collected

Information is
 not collected

Information is
 not collected
999
999
999
999




НС
НС
НС

								
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